Maître Isabelle OLLIVIER

Avocat au barreau de La Martinique

Avocat titulaire d'un certificat de spécialisation en Droit du travail

Compétences : Droit du travail, Droit de la sécurité sociale et de la protection sociale

Barreau : Martinique

Adresse : 10 rue de la retraite 97200 FORT DE FRANCE

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Publié le 16/03/2026

Employeurs : le CDD n’est pas une période d’essai améliorée. Voici comment éviter les pièges.

Article juridique - Droit du travail

Par Me Isabelle OLLIVIER

Employeurs : le CDD n’est pas une période d’essai améliorée. Voici comment éviter les pièges.

Beaucoup d’entreprises pensent « sécuriser » un recrutement en commençant par un CDD avant un CDI.  En réalité, cette stratégie est souvent plus risquée que d’utiliser une simple période d’essai.

Pour éviter les mauvaises surprises, retenez l’essentiel :

1) Utilisez le CDD uniquement si la loi l’autorise.  Accroissement temporaire, remplacement, saisonnier…  Si le besoin est durable, le CDI est la voie normale.

2) Ne pensez pas que le CDD sera plus souple.  Un CDD ne se rompt pas librement : sauf faute grave,force majeure ou accord des parties , il doit aller jusqu’à son terme.

3) Prévenez toute requalification.  Si le poste est permanent, le salarié peut demander la requalification en CDI.  La fin du CDD, dans ce contexte, peut même être interprétée comme une rupture abusive.

4) Pour “tester” une collaboration, utilisez la période d’essai du CDI.  C’est l’outil adéquat: souple, sécurisé et parfaitement adapté.

Avant toute décision d’embauche, prenez toujours un moment pour vérifier que le contrat envisagé correspond réellement à votre besoin. Une réflexion en amont évite souvent un contentieux ensuite.