Is the employee's fixed-term contract extended in the event of a work stoppage?

Verified 28 August 2025 - Directorate of Legal and Administrative Information (Prime Minister)

In principle, the work stoppage does not prolong one FIXED-TERM CONTRACT: titleContent even if the employee is on sick leave due to an occupational disease or illness.

But, exceptionally, in the event of a work stoppage linked to a - or to a occupational disease, the duration of the fixed-term contract may be extended if the contract provides for a renewal clause.

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Non-occupational disease or pregnancy

The employer is not obliged to prolong the duration of the fixed-term contract due to illness or pregnancy.

When the term of the CDD intervenes during the work stoppage, the contract ends on the date originally scheduled.

Example :

If the employment contract were to end on 5 March 2025 and the employee is arrested for illness or pregnancy on 21 February 2025, the fixed-term contract ends on the scheduled end, that is to say on 5 March 2025.

Accident at work or occupational disease

Principle

The work stoppage does not have the automatic effect of extending the fixed-term contract. Indeed, when the term of the fixed-term contract occurs during the work stoppage, the contract ends on the scheduled date.

Exception

If the contract provides for a clause for renewal of the FTC, the employer must apply the clause.

However, if it justifies of a genuine and serious reason not related to the accident at work or occupational disease (unjustified absence of the employee in the company, for example), he may terminate to the contract.

If the employer does not justify a real and serious reason but still wishes to terminate the contract, he must pay the employee compensation corresponding to the damage suffered. This compensation may not be less than the amount of wages and benefits that the employee would have received until the end of the renewal period provided for in the contract.