{"id":10038,"date":"2015-02-17T12:13:47","date_gmt":"2015-02-17T11:13:47","guid":{"rendered":"https:\/\/valoxy.org\/blog\/?p=10038"},"modified":"2026-01-13T14:12:27","modified_gmt":"2026-01-13T13:12:27","slug":"cdi","status":"publish","type":"post","link":"https:\/\/valoxy.org\/blog\/cdi\/","title":{"rendered":"Le CDI"},"content":{"rendered":"<p>Le CDI est un contrat de travail conclu entre un employeur et un salari\u00e9 pour une dur\u00e9e ind\u00e9termin\u00e9e. Le terme dur\u00e9e ind\u00e9termin\u00e9e signifie que le contrat ne comprend aucune limitation de dur\u00e9e. Mais il peut prendre fin de plusieurs mani\u00e8res :<\/p>\n<ul>\n<li><strong><span class=\"exergue\">Par une d\u00e9mission\u00a0:<\/span><\/strong> le salari\u00e9 fait part \u00e0 l\u2019employeur de sa volont\u00e9 de rompre le contrat et de quitter l\u2019entreprise,<\/li>\n<li><strong><span class=\"exergue\">Par <a title=\"Employeurs, vigilance en cas de licenciement \u201crequalifi\u00e9\u201d comme \u00e9tant sans cause r\u00e9elle et s\u00e9rieuse\" href=\"https:\/\/valoxy.org\/blog\/licenciement-pour-motif-personnel\/\" target=\"_blank\" rel=\"noopener\">un licenciement<\/a>\u00a0:<\/span><\/strong> l\u2019employeur d\u00e9cide de rompre le contrat de travail, un motif est alors n\u00e9cessaire et des indemnit\u00e9s sont dues en fonction de la nature du licenciement<\/li>\n<li><strong><span class=\"exergue\">Ou par<a title=\"Rupture conventionnelle : vers la fin des transactions ?\" href=\"https:\/\/valoxy.org\/blog\/rupture-conventionnelle-transaction-04152014avala1\/\" target=\"_blank\" rel=\"noopener\"> une rupture conventionnelle<\/a>\u00a0:<\/span> <\/strong>d\u00e9cision commune et n\u00e9goci\u00e9e de mettre fin \u00e0 la relation de travail.<\/li>\n<\/ul>\n<p>Valoxy, cabinet d&rsquo;expertise comptable dans les Hauts de France, fait donc le point sur le CDI.<\/p>\n<figure id=\"attachment_5916\" aria-describedby=\"caption-attachment-5916\" style=\"width: 173px\" class=\"wp-caption aligncenter\"><img decoding=\"async\" class=\"wp-image-5916 \" title=\"CDI\" src=\"https:\/\/valoxy.org\/blog\/wp-content\/uploads\/2012\/11\/creation-dentreprise.jpg\" alt=\"CDI\" width=\"173\" height=\"151\" \/><figcaption id=\"caption-attachment-5916\" class=\"wp-caption-text\">Le CDI<\/figcaption><\/figure>\n<h2>La dur\u00e9e de temps de travail du CDI<\/h2>\n<p>Le contrat (mensuel ou hebdomadaire) doit pr\u00e9ciser la dur\u00e9e du temps de travail. <strong><span class=\"exergue\">Si la dur\u00e9e de travail est au moins \u00e9gale \u00e0 35 heures par semaine, le contrat est dit \u00ab temps plein \u00bb. Et si elle est inf\u00e9rieure \u00e0 35 heures, le contrat est \u00e0 temps partiel.<\/span><\/strong><\/p>\n<p>En cas de temps partiel, la loi impose que les horaires de travail soient pr\u00e9cis\u00e9s. Ainsi, la loi sur les contrats \u00e0 temps partiel impose un nombre d&rsquo;heures plancher pour la majorit\u00e9 des contrats \u00e0 temps partiel. Toutefois, l\u2019employeur ou le salari\u00e9 peuvent parfois y d\u00e9roger, sous certaines conditions .<\/p>\n<h2>La forme du contrat<\/h2>\n<p><strong><span class=\"exergue\"><img decoding=\"async\" class=\"alignleft wp-image-2232 size-full\" title=\"CDI\" src=\"https:\/\/valoxy.org\/blog\/wp-content\/uploads\/2013\/03\/frais-generaux.png\" alt=\"CDI\" width=\"191\" height=\"203\" \/>La r\u00e9glementation n\u2019oblige pas la r\u00e9daction d\u2019un contrat \u00e9crit pour les CDI \u00e0 temps plein. (sauf avis contraire de\u00a0 la convention collective). Alors, la fiche de paye fait office de preuve \u00e9crite.<\/span><\/strong><\/p>\n<p>Il est cependant recommand\u00e9 aux employeurs de faire signer un contrat afin de pr\u00e9ciser par \u00e9crit les conditions d\u2019embauche (r\u00e9mun\u00e9ration, temps de travail, condition particuli\u00e8res, \u2026). Cette pr\u00e9caution permet de cadrer les choses et d\u2019\u00e9viter les litiges. Lorsqu\u2019un contrat existe, il doit \u00eatre \u00e9tabli en deux exemplaires (un pour chaque partie) et \u00eatre r\u00e9dig\u00e9 en fran\u00e7ais. Si le salari\u00e9 est \u00e9tranger, il peut demander \u00e0 l\u2019employeur une traduction du contrat d\u2019origine dans sa langue maternelle.<\/p>\n<h2>Les principales clauses du contrat CDI<\/h2>\n<p>Lorsqu\u2019il est r\u00e9dig\u00e9, le contrat CDI doit contenir un certain nombre de clauses obligatoires\u00a0:<\/p>\n<ul>\n<li><strong><span class=\"exergue\"><img decoding=\"async\" class=\"alignright wp-image-2979 \" title=\"CDI\" src=\"https:\/\/valoxy.org\/blog\/wp-content\/uploads\/2013\/05\/rse-240x300.png\" alt=\"CDI\" width=\"152\" height=\"190\" \/>Les coordonn\u00e9es de l\u2019employeur\u00a0:<\/span><\/strong> Le contrat CDI doit comprendre le nom et l\u2019adresse du si\u00e8ge social de l\u2019entreprise. Et aussi le nom de la personne charg\u00e9e par l\u2019entreprise de signer le contrat. Cette personne engage la soci\u00e9t\u00e9 par la signature du contrat CDI. Il peut s&rsquo;agir du\u00a0 dirigeant, du DRH ou de toute autre personne missionn\u00e9e \u00e0 ce titre par l\u2019entreprise.<\/li>\n<li><strong><span class=\"exergue\">Les coordonn\u00e9es du salari\u00e9\u00a0:<\/span><\/strong> nom, adresse et domicile.<\/li>\n<li><strong><span class=\"exergue\">Le contrat doit stipuler la subordination du salari\u00e9 \u00e0 la soci\u00e9t\u00e9.<\/span><\/strong> La signature du contrat de travail engage le salari\u00e9 \u00e0 travailler pour la soci\u00e9t\u00e9 qui l\u2019emploie. Et le salari\u00e9 reconna\u00eet ne pas \u00eatre li\u00e9 \u00e0 une autre entreprise, sauf dans le cas d\u2019un temps partiel.<\/li>\n<li>Le contrat CDI doit pr\u00e9ciser \u00e0 quel <strong><span class=\"exergue\">lieu de travail le salari\u00e9 est rattach\u00e9\u00a0:<\/span><\/strong> si\u00e8ge social, \u00e9tablissement \u2026 Le lieu peut \u00e9voluer en fonction de la mission du salari\u00e9. Dans ce cas, on ajoute une clause de mobilit\u00e9 au contrat.<\/li>\n<\/ul>\n<p><strong><span class=\"exergue\">L\u2019intitul\u00e9 et le descriptif du poste<\/span><\/strong><\/p>\n<p>L&rsquo;entreprise doit les indiquer dans le contrat. La pr\u00e9sentation du poste doit expliquer la mission que le salari\u00e9 devra r\u00e9aliser et de quelle autorit\u00e9 il d\u00e9pendra. La description du poste doit rester g\u00e9n\u00e9rale. Et\u00a0 elle n\u2019a pas besoin d\u2019\u00eatre exhaustive.<\/p>\n<ul>\n<li><strong><span class=\"exergue\">La classification<\/span><\/strong> lorsque la convention collective s\u2019applique et pr\u00e9voit des grilles de classification du personnel.<\/li>\n<li><strong><span class=\"exergue\">La dur\u00e9e du temps de travail<\/span> <\/strong>doit \u00eatre pr\u00e9cis\u00e9e. Attention, la dur\u00e9e du travail peut \u00eatre inf\u00e9rieure \u00e0 35 heures dans l\u2019entreprise. (lorsque la convention collective pr\u00e9voit une dur\u00e9e moindre). Les horaires peuvent \u00eatre fixes et d\u00e9finis (jours et heures). Mais ils peuvent aussi ne pas l&rsquo;\u00eatre. Par l\u2019exemple : la dur\u00e9e hebdomadaire est de 35 heures du lundi au vendredi.<\/li>\n<li>Le CDI doit pr\u00e9ciser <strong><span class=\"exergue\">le nombre de jour de cong\u00e9s pay\u00e9s<\/span><\/strong>. La loi impose un nombre minimum de cong\u00e9s pay\u00e9s. Mais certaines conventions collectives peuvent aussi pr\u00e9voir un nombre sup\u00e9rieur de cong\u00e9s pay\u00e9s.<\/li>\n<\/ul>\n<h4><strong><span class=\"exergue\">La r\u00e9mun\u00e9ration pr\u00e9vue<\/span><\/strong><\/h4>\n<p>Le contrat CDI doit pr\u00e9ciser le montant du salaire \u00e0 verser au salari\u00e9. Le montant du salaire doit se pr\u00e9ciser en brut. Et il ne peut \u00eatre inf\u00e9rieur au Smic. Attention certaines conventions collectives pr\u00e9voient une r\u00e9mun\u00e9ration minimum en fonction de la qualification n\u00e9cessaire au poste de travail. Ainsi, la r\u00e9mun\u00e9ration peut inclure une partie variable et\/ou des primes, gratifications et avantages (cf. convention collective ou accord d\u2019entreprise).<\/p>\n<ul>\n<li>Le CDI doit mentionner <strong><span class=\"exergue\">les coordonn\u00e9es des organismes de retraite et de pr\u00e9voyance <\/span><\/strong>dont le salari\u00e9 d\u00e9pendra.<\/li>\n<li>Le contrat de travail doit pr\u00e9ciser <strong><span class=\"exergue\">la convention collective applicable<\/span><\/strong>.<\/li>\n<\/ul>\n<h2>Les clauses compl\u00e9mentaires du CDI<\/h2>\n<p>La plupart du temps l\u2019employeur ajoute au CDI des clauses compl\u00e9mentaires. Celles-ci permettent de prot\u00e9ger les int\u00e9r\u00eats et l\u2019activit\u00e9 de l\u2019entreprise. Et elles peuvent \u00e9galement permettre \u00e0 l\u2019entreprise d\u2019adapter les comp\u00e9tences et les ressources humaines dont elle dispose aux contraintes \u00e9conomiques qu\u2019elle subit. D&rsquo;ailleurs, les exemples ci-dessous permettent de se faire une id\u00e9e des clauses les plus couramment rencontr\u00e9es dans les CDI.<\/p>\n<h3><em>La clause de loyaut\u00e9<\/em><\/h3>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-6453 \" title=\"CDI\" src=\"https:\/\/valoxy.org\/blog\/wp-content\/uploads\/2013\/10\/businessman-devil-1-300x163.jpg\" alt=\"CDI\" width=\"221\" height=\"120\" srcset=\"https:\/\/valoxy.org\/blog\/wp-content\/uploads\/2013\/10\/businessman-devil-1-300x163.jpg 300w, https:\/\/valoxy.org\/blog\/wp-content\/uploads\/2013\/10\/businessman-devil-1-1024x558.jpg 1024w, https:\/\/valoxy.org\/blog\/wp-content\/uploads\/2013\/10\/businessman-devil-1-768x418.jpg 768w, https:\/\/valoxy.org\/blog\/wp-content\/uploads\/2013\/10\/businessman-devil-1.jpg 1500w\" sizes=\"(max-width: 221px) 100vw, 221px\" \/><\/p>\n<p><strong><span class=\"exergue\">La clause de loyaut\u00e9 interdit au salari\u00e9 de se livrer \u00e0 des pratiques portant concurrence \u00e0 la soci\u00e9t\u00e9 qui l\u2019emploie pendant la dur\u00e9e de son travail. Cette clause n\u2019est pas obligatoire.<\/span><\/strong> C\u2019est cependant une clause inh\u00e9rente au contrat de travail. Et elle engage le salari\u00e9.<\/p>\n<h3><em>La p\u00e9riode d\u2019essai et la p\u00e9riode de pr\u00e9avis du CDI<\/em><\/h3>\n<p><strong><span class=\"exergue\">La p\u00e9riode d\u2019essai permet \u00e0 chacune des parties de rompre le contrat de travail sans avoir \u00e0 verser d\u2019indemnit\u00e9.<\/span><\/strong>\u00a0 Son existence et ses modalit\u00e9s doivent se mentionner dans le contrat de travail. La convention collective pr\u00e9voit la dur\u00e9e de la p\u00e9riode d\u2019essai. Lorsqu\u2019une des parties d\u00e9cide de mettre un terme \u00e0 la p\u00e9riode d\u2019essai, elle doit pr\u00e9venir l\u2019autre en respectant un d\u00e9lai de pr\u00e9venance.<\/p>\n<h3><em>La clause de non concurrence\u00a0<\/em><\/h3>\n<p>Cette clause permet \u00e0 l\u2019entreprise <strong><span class=\"exergue\">d&rsquo;interdire au salari\u00e9 de se livrer \u00e0 des activit\u00e9s concurrentes pendant une p\u00e9riode d\u00e9termin\u00e9e et sur un territoire donn\u00e9<\/span><\/strong> lorsqu\u2019il aura quitt\u00e9 l\u2019entreprise. Attention, cette clause doit comporter une contrepartie financi\u00e8re !<\/p>\n<h3><em>La clause de cr\u00e9dit formation<\/em><\/h3>\n<p>Cette clause <strong><span class=\"exergue\">permet \u00e0 l\u2019employeur de se faire indemniser lorsqu\u2019un employ\u00e9 qui a b\u00e9n\u00e9fici\u00e9 d\u2019une formation sp\u00e9cifique vient \u00e0 quitter l\u2019entreprise.<\/span><\/strong> On l&rsquo;utilise souvent lorsque le poste pourvu n\u00e9cessite une formation co\u00fbteuse et\/ou sp\u00e9cifique.<\/p>\n<h3><em>La clause de mobilit\u00e9<\/em><\/h3>\n<p>Elle permet \u00e0 l\u2019entreprise de <strong><span class=\"exergue\">modifier l\u2019affectation g\u00e9ographique d\u2019un salari\u00e9, et ce, sans avoir besoin de son consentement.<\/span><\/strong> On trouve souvent cette clause dans les CDI. D&rsquo;ailleurs, les soci\u00e9t\u00e9s qui disposent de plusieurs sites d\u2019activit\u00e9 et qui souhaitent b\u00e9n\u00e9ficier de comp\u00e9tences mobiles l&rsquo;utilisent souvent.<\/p>\n<p class=\"p1\">Vous souhaitez plus d\u2019informations sur l\u2019embauche et les contrats de travail ? Retrouvez nos autres articles sur le blog de Valoxy :<\/p>\n<ul class=\"ul1\">\n<li><a class=\"mkd-pt-link\" href=\"https:\/\/valoxy.org\/blog\/le-code-du-travail-numerique\/\" target=\"_self\" rel=\"noopener\">Le code du travail num\u00e9rique<\/a><\/li>\n<li class=\"li2\"><span class=\"s1\"><a href=\"https:\/\/valoxy.org\/blog\/choix-salarie\/\"><span class=\"s2\">Les limites de la libert\u00e9 d\u2019embauche<\/span><\/a><\/span><\/li>\n<li class=\"li2\"><span class=\"s1\"><a href=\"https:\/\/valoxy.org\/blog\/dpae-declaration-prealable-embauche\/\"><span class=\"s2\">La D\u00e9claration Pr\u00e9alable \u00e0 l\u2019Embauche (DPAE)<\/span><\/a><\/span><\/li>\n<li class=\"li2\"><span class=\"s1\"><a href=\"https:\/\/valoxy.org\/blog\/cdi-differentes-manieres-rompre\/\"><span class=\"s2\">CDI : les diff\u00e9rentes mani\u00e8res de le rompre<\/span><\/a><\/span><\/li>\n<li class=\"li2\"><a class=\"mkd-pt-link\" href=\"https:\/\/valoxy.org\/blog\/le-cdd-multi-remplacement\/\" target=\"_self\" rel=\"noopener\">Le CDD multi-remplacement<\/a><\/li>\n<li class=\"li2\"><span class=\"s1\"><a href=\"https:\/\/valoxy.org\/blog\/cdd-cdi-avantages-inconvenients\/\"><span class=\"s2\">Contrats CDD et CDI, quels avantages, quels inconv\u00e9nients ?<\/span><\/a><\/span><\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Le CDI est un contrat de travail conclu entre un employeur et un salari\u00e9 pour une dur\u00e9e ind\u00e9termin\u00e9e. Le terme dur\u00e9e ind\u00e9termin\u00e9e signifie que le contrat ne comprend aucune limitation de dur\u00e9e. Mais il peut prendre fin de plusieurs mani\u00e8res&#8230;<\/p>\n","protected":false},"author":1,"featured_media":5985,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4],"tags":[],"class_list":["post-10038","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-social-rh"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Le CDI | Blog Valoxy - Expertise comptable<\/title>\n<meta name=\"description\" content=\"Le CDI engage l&#039;entreprise et le salari\u00e9. 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