{"id":13262,"date":"2025-08-08T07:47:36","date_gmt":"2025-08-08T07:47:36","guid":{"rendered":"https:\/\/www.e-works.fr\/blog\/?p=13262"},"modified":"2025-08-08T07:47:37","modified_gmt":"2025-08-08T07:47:37","slug":"preavis-de-demission-combien-de-temps-faut-il-respecter","status":"publish","type":"post","link":"https:\/\/www.e-works.fr\/blog\/preavis-de-demission-combien-de-temps-faut-il-respecter\/","title":{"rendered":"Pr\u00e9avis de d\u00e9mission : combien de temps faut-il respecter ?"},"content":{"rendered":"\n<p>Lorsque vous quittez un emploi, vous ne partez pas du jour au lendemain. Le <strong>pr\u00e9avis de d\u00e9mission<\/strong> permet \u00e0 l\u2019employeur d\u2019anticiper votre d\u00e9part et d\u2019organiser votre remplacement. Mais cette dur\u00e9e varie selon plusieurs crit\u00e8res : <strong>type de contrat<\/strong>, <strong>convention collective<\/strong>, <strong>poste occup\u00e9<\/strong> ou encore <strong>anciennet\u00e9<\/strong>.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Quelle est la dur\u00e9e l\u00e9gale du pr\u00e9avis de d\u00e9mission en CDI ?<\/strong><\/h2>\n\n\n\n<p>En France, la <strong>loi ne fixe pas de dur\u00e9e uniforme<\/strong> pour le pr\u00e9avis de d\u00e9mission dans le cadre d\u2019un <strong>contrat \u00e0 dur\u00e9e ind\u00e9termin\u00e9e (CDI)<\/strong>. Elle renvoie aux dispositions suivantes :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Le <strong>contrat de travail<\/strong><\/li>\n\n\n\n<li>La <strong>convention collective<\/strong> applicable<\/li>\n\n\n\n<li>Les <strong>usages<\/strong> de la profession ou du secteur<\/li>\n<\/ul>\n\n\n\n<p>En pratique, la plupart des conventions collectives pr\u00e9voient les dur\u00e9es suivantes :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>1 mois<\/strong> pour les employ\u00e9s<\/li>\n\n\n\n<li><strong>2 mois<\/strong> pour les agents de ma\u00eetrise ou techniciens<\/li>\n\n\n\n<li><strong>3 mois<\/strong> pour les cadres<\/li>\n<\/ul>\n\n\n\n<p>Ces dur\u00e9es peuvent \u00eatre allong\u00e9es ou r\u00e9duites si un <strong>accord a \u00e9t\u00e9 sign\u00e9 entre les parties<\/strong>. Il est donc essentiel de v\u00e9rifier votre convention collective ou votre contrat.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Les cas o\u00f9 le pr\u00e9avis peut \u00eatre r\u00e9duit ou supprim\u00e9<\/strong><\/h2>\n\n\n\n<p>Il est possible de <strong>ne pas effectuer tout ou partie du pr\u00e9avis<\/strong>, dans certains cas bien encadr\u00e9s :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Si l\u2019<strong>employeur accepte de vous en dispenser<\/strong> (par \u00e9crit, de pr\u00e9f\u00e9rence)<\/li>\n\n\n\n<li>Si vous \u00eates dans une situation particuli\u00e8re, comme une <strong>d\u00e9mission pour suivre votre conjoint mut\u00e9<\/strong><\/li>\n\n\n\n<li>Si le <strong>contrat le pr\u00e9voit explicitement<\/strong>, par exemple dans certaines clauses sp\u00e9cifiques<\/li>\n\n\n\n<li>Si l\u2019employeur <strong>vous lib\u00e8re plus t\u00f4t<\/strong>, auquel cas vous ne touchez pas la r\u00e9mun\u00e9ration correspondante \u00e0 la p\u00e9riode non effectu\u00e9e<\/li>\n<\/ul>\n\n\n\n<p>Attention : <strong>quitter son poste sans respecter le pr\u00e9avis<\/strong> sans accord pr\u00e9alable peut entra\u00eener une <strong>demande de dommages et int\u00e9r\u00eats<\/strong> de la part de l\u2019employeur.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Quelle est la dur\u00e9e de pr\u00e9avis pour un CDD ?<\/strong><\/h2>\n\n\n\n<p>Dans le cas d\u2019un <strong>contrat \u00e0 dur\u00e9e d\u00e9termin\u00e9e (CDD)<\/strong>, il n\u2019y a pas de pr\u00e9avis de d\u00e9mission classique, car la rupture anticip\u00e9e d\u2019un CDD est <strong>tr\u00e8s encadr\u00e9e<\/strong>. Elle n\u2019est autoris\u00e9e que dans ces cas :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Accord entre les deux parties<\/strong><\/li>\n\n\n\n<li><strong>Faute grave<\/strong> de l\u2019une des parties<\/li>\n\n\n\n<li><strong>Force majeure<\/strong><\/li>\n\n\n\n<li><strong>Embauche en CDI<\/strong> (avec justification \u00e0 fournir)<\/li>\n<\/ul>\n\n\n\n<p>Dans ce dernier cas, la loi impose un <strong>pr\u00e9avis de 1 jour par semaine de contrat<\/strong> (initialement pr\u00e9vu), sans d\u00e9passer <strong>2 semaines<\/strong>.<\/p>\n\n\n\n<p>Exemple : pour un CDD de 3 mois (soit environ 13 semaines), le salari\u00e9 devra respecter un pr\u00e9avis de <strong>13 jours calendaires<\/strong>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Quel pr\u00e9avis pour un contrat d\u2019apprentissage ou de professionnalisation ?<\/strong><\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Pendant les 45 premiers jours (en entreprise)<\/strong> : la rupture est libre, sans justification ni pr\u00e9avis.<\/li>\n\n\n\n<li><strong>Au-del\u00e0 de cette p\u00e9riode<\/strong> : la rupture n\u2019est possible qu\u2019en cas d\u2019accord mutuel ou de faute grave. Le <strong>pr\u00e9avis d\u00e9pend des modalit\u00e9s d\u00e9finies dans le contrat ou la convention collective<\/strong>.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Qu\u2019en est-il du pr\u00e9avis pour les fonctionnaires ou agents contractuels ?<\/strong><\/h2>\n\n\n\n<p>Dans la fonction publique, les r\u00e8gles varient selon le <strong>statut<\/strong> :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Fonctionnaires titulaires<\/strong> : pr\u00e9avis de <strong>1 mois \u00e0 3 mois<\/strong>, selon le corps et l&rsquo;anciennet\u00e9<\/li>\n\n\n\n<li><strong>Agents contractuels<\/strong> : pr\u00e9avis mentionn\u00e9 dans le contrat, souvent de <strong>1 \u00e0 2 mois<\/strong><\/li>\n<\/ul>\n\n\n\n<p>Ces dur\u00e9es peuvent \u00eatre all\u00e9g\u00e9es si l\u2019administration donne son accord.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Peut-on poser des cong\u00e9s pendant le pr\u00e9avis de d\u00e9mission ?<\/strong><\/h2>\n\n\n\n<p>Il est <strong>possible de prendre des cong\u00e9s pay\u00e9s pendant le pr\u00e9avis<\/strong>, mais <strong>uniquement si l\u2019employeur donne son accord<\/strong>. En revanche :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Les cong\u00e9s d\u00e9j\u00e0 pos\u00e9s avant la d\u00e9mission peuvent \u00eatre maintenus<\/li>\n\n\n\n<li>Les <strong>jours de RTT<\/strong> peuvent parfois \u00eatre impos\u00e9s ou n\u00e9goci\u00e9s<\/li>\n<\/ul>\n\n\n\n<p>Autre cas fr\u00e9quent : si vous avez des <strong>jours de cong\u00e9 non pris<\/strong>, ils vous seront <strong>indemnis\u00e9s \u00e0 la fin du contrat<\/strong>.<\/p>\n\n\n\n<p>A LIRE AUSSI <a href=\"https:\/\/www.e-works.fr\/blog\/faut-il-encore-envoyer-des-candidatures-spontanees\/\">Faut-il encore envoyer des candidatures spontan\u00e9es ?<\/a><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Pr\u00e9avis non effectu\u00e9 : quelles cons\u00e9quences financi\u00e8res ?<\/strong><\/h2>\n\n\n\n<p>Si vous quittez votre poste <strong>avant la fin du pr\u00e9avis<\/strong> sans accord de l\u2019employeur :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Vous <strong>devez indemniser l\u2019entreprise<\/strong> pour le pr\u00e9judice subi<\/li>\n\n\n\n<li>Le montant est souvent \u00e9quivalent au <strong>salaire brut restant d\u00fb sur le pr\u00e9avis non r\u00e9alis\u00e9<\/strong><\/li>\n<\/ul>\n\n\n\n<p>En revanche, si c\u2019est <strong>l\u2019employeur qui vous dispense<\/strong> de pr\u00e9avis, <strong>vous \u00eates pay\u00e9 jusqu\u2019\u00e0 la date th\u00e9orique de fin de pr\u00e9avis<\/strong>, m\u00eame si vous partez plus t\u00f4t.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Lorsque vous quittez un emploi, vous ne partez pas du jour au lendemain. Le pr\u00e9avis de d\u00e9mission permet \u00e0 l\u2019employeur d\u2019anticiper votre d\u00e9part et d\u2019organiser<\/p>\n","protected":false},"author":17,"featured_media":13263,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[63],"tags":[],"class_list":["post-13262","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-management-rh"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Pr\u00e9avis de d\u00e9mission : combien de temps faut-il respecter ?<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.e-works.fr\/blog\/preavis-de-demission-combien-de-temps-faut-il-respecter\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Pr\u00e9avis de d\u00e9mission : combien de temps faut-il respecter ?\" \/>\n<meta property=\"og:description\" content=\"Lorsque vous quittez un emploi, vous ne partez pas du jour au lendemain. 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