{"id":1160,"date":"2008-09-15T00:00:00","date_gmt":"2008-09-15T00:00:00","guid":{"rendered":"https:\/\/wan-avocats.com\/les-modifications-substantielles-de-la-periode-dessai-dans-le-cadre-dun-contrat-de-travail-a-duree-indeterminee\/"},"modified":"2026-06-26T08:57:44","modified_gmt":"2026-06-26T08:57:44","slug":"les-modifications-substantielles-de-la-periode-dessai-dans-le-cadre-dun-contrat-de-travail-a-duree-indeterminee","status":"publish","type":"post","link":"https:\/\/wan-avocats.com\/en\/les-modifications-substantielles-de-la-periode-dessai-dans-le-cadre-dun-contrat-de-travail-a-duree-indeterminee\/","title":{"rendered":"Les modifications substantielles de la p\u00e9riode d\u2019essai dans le cadre d\u2019un contrat de travail \u00e0 dur\u00e9e ind\u00e9termin\u00e9e"},"content":{"rendered":"<p>L\u2019article 2 de la loi du 25 juin 2008 (JORF n\u00b00148 du 26 juin 2008) modifie principalement la dur\u00e9e de la p\u00e9riode d\u2019essai du contrat de travail. Elle est aujourd\u2019hui de deux mois pour les ouvriers et employ\u00e9s, de trois mois pour les agents de ma\u00eetrise et de quatre mois pour les cadres.<\/p>\n<p>Elle peut \u00eatre renouvel\u00e9e une fois mais sera alors limit\u00e9e \u00e0 quatre mois, six mois ou huit mois selon les cat\u00e9gories socioprofessionnelles.<\/p>\n<p>En outre, lorsque l\u2019employeur d\u00e9cide de mettre fin au contrat en cours ou au terme de la p\u00e9riode d\u2019essai, il doit en aviser le salari\u00e9 dans un d\u00e9lai qui peut aller de vingt-quatre heures \u00e0 un mois selon le temps pass\u00e9 par ce dernier dans l\u2019entreprise. Lorsque le salari\u00e9 d\u00e9cide de mettre fin \u00e0 la p\u00e9riode d\u2019essai, il doit, lui aussi, respecter un d\u00e9lai de pr\u00e9venance de quarante-huit heures ou de vingt-quatre heures.<\/p>","protected":false},"excerpt":{"rendered":"<p>L\u2019article 2 de la loi du 25 juin 2008 (JORF n\u00b00148 du 26 juin 2008)<\/p>","protected":false},"author":1,"featured_media":284,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_angie_page":false,"page_builder":"","footnotes":"","_links_to":"","_links_to_target":""},"categories":[1],"tags":[],"annee":[58],"expertise":[30],"class_list":["post-1160","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-le-cabinet","annee-58","expertise-social"],"acf":[],"_links":{"self":[{"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/posts\/1160","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/comments?post=1160"}],"version-history":[{"count":1,"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/posts\/1160\/revisions"}],"predecessor-version":[{"id":2062,"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/posts\/1160\/revisions\/2062"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/media\/284"}],"wp:attachment":[{"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/media?parent=1160"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/categories?post=1160"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/tags?post=1160"},{"taxonomy":"annee","embeddable":true,"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/annee?post=1160"},{"taxonomy":"expertise","embeddable":true,"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/expertise?post=1160"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}