No waiting period needs to be observed in the following cases:
- in the event of renewed absence of the replaced employee;
- in the event of execution of urgent work;
- in the case of a seasonal contract;
- in the case of a contract to fill a post for which the consistent practice is not to use a contract of indeterminate duration;
- in the case of premature breach as a result of action by an employee covered by a fixed-term contract;
- in the event of refusal by the employee to renew his contract, where the contract contains a renewal clause, for the remaining duration of the un-renewed contract;
- in the event of employment of an unemployed person registered with the Employment agency, that is to say by virtue of a measure for integration or re-integration into working life, or belonging to a category of unemployed persons declared eligible for recruitment by means of a fixed-term contract;
- a post intended to favour the recruitment of certain categories of job-seekers;
- a post for which the employer undertakes to provide the employee with additional vocational training.