Paid leave, RTT, CDD: temporary exceptional provisions are adapted until 30 September 2021

Vacation

From 2 June 2021 until 30 September 2021, and subject to a company or industry agreement, the employer may exceptionally:

• require the taking of paid leave or modify the dates of a leave already taken, within the limit of 8 working days (instead of 6 days so far), with a notice of at least 1 clear day (instead of 1 month or the period provided for in a collective agreement). This can be earned leave to be taken before May 31 or earned leave to be taken before the beginning of the period in which it is usually taken (i.e., starting on May 1)^er June);
• split paid leave without the employee's consent and temporarily suspend the right to simultaneous leave of spouses or partners bound by a civil solidarity pact (Civil partnerships) in the same company;

Until September 30, 2021, and without a company or branch agreement, the employer may require the employee, with a minimum of 1 free day's notice, to take or modify:

• working time reduction days (RTT);
• the days or half-days of a flat-rate agreement in days per year;
• the days deposited in the time savings account and determine the dates thereof when the company's difficulties or exceptional circumstances so require.

The employer may not require the employee to take more than 10 days of rest or to change the date of rest. The employee will not be able to take these days off beyond September 30, 2021.

Fixed-term contracts and temporary employment contracts

Company Until 30 September 2021, the rules on:

• the number of renewals of fixed-term and temporary employment contracts;
• the succession of short contracts on the same workstation;
• the arrangements for calculating the waiting period between two contracts;
• the application of the waiting period between two contracts.