Yes, absolutely. You are allowed to hire on a fixed-term contract (CDD) pending the effective taking of a position of an employee you have recruited on a permanent employment contract (CDI).
However, the fixed-term contract is destined to a temporary replacement, which means at the end of the term the position must not be vacant! If, instead, a fixed-term contract is concluded to occupy a permanent activity and the position becomes vacant at the end of the fixed-term, this shows that the employer diverted the purpose of the fixed-term contract, and the judge may give the fixed-term contract the status of a permanent contract.
In practice: The fixed-term contract must mention the name and qualification of the resigning employee and the name and qualification of the newly recruited employee.
Copyright : Les Echos Publishing 2022