Section 2: Fixing the term and duration of the contract.

A fixed-term employment contract must have a fixed term when it is concluded. However, the contract may not include a precise term when it is concluded in one of the following cases: 1° Replacement of an absent employee ; 2° Replacement of an employee whose employment contract has been suspended; 3° Pending the actual commencement of employment of an employee recruited under a permanent contract; 4° Seasonal jobs defined in…

An agreement or an extended branch agreement may set the total duration of a fixed-term employment contract. This duration may have neither the purpose nor the effect of permanently filling a job linked to the normal and permanent activity of the company. The provisions of this article do not apply to fixed-term employment contracts concluded in application of 6° ofarticle L. 1242-2 andarticle L. 1242-3.

In the absence of a stipulation in the agreement or branch agreement concluded in application ofarticle L. 1242-8, the total duration of the fixed-term employment contract may not exceed eighteen months, taking into account, where applicable, the renewal(s) under the conditions laid down inarticle L. 1243-13 or, where applicable, article L. 1243-13-1. This period is reduced to nine months when the contract is concluded pending the actual entry into service…

The fixed-term employment contract referred to in 6° of Article L. 1242-2 is concluded for a minimum period of eighteen months and a maximum period of thirty-six months. It may not be renewed.

When the fixed-term employment contract is concluded to replace an employee who is temporarily absent or whose employment contract has been suspended, or for a replacement carried out under 4° and 5° of Article L. 1242-2, it may take effect before the absence of the person to be replaced.