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In Section 1, entitled ‘Use of fixed-term contracts’, of Chapter II of Title II of that code, Article L. 122-1 provides: ‘(1) A fixed-term employment contract may be concluded for the performance of a specific and non-permanent task; it cannot be used on a long-term basis to govern an employment post related to the normal and permanent activity of an undertaking. (2) The following shall be considered to be specific and non-permanent tasks for the purposes of paragraph (1): 1. the replacement of an employee who is temporarily absent, or whose employment contract is suspended, for reasons other than a collective labour dispute or where there is insufficient work owing to economic causes or bad weather, and also the replacement of an employee with a permanent contract whose post has become vacant, pending the actual entry into service of the employee hired to replace the employee whose contract has come to an end; 2. seasonal employment as defined by Grand Ducal regulation; 3. employment posts in respect of which it is normal in some sectors of economic activity not to use permanent contracts owing to the nature of the activity or the temporary nature of those posts, the list of those sectors and those posts being established by Grand Ducal regulation; 4. the fulfilment, on a casual-employment basis, of a clearly defined specific task outside the ambit of the undertaking’s normal activities; 5. the fulfilment of a specific and non-permanent task where there is a temporary and exceptional increase in the activity of the undertaking or where the undertaking is in course of start-up or expansion; 6. the undertaking of urgent work needed to prevent accidents, to remedy any material shortfall or to organise measures to repair the undertaking’s facilities or buildings so as avoid any harm to the undertaking or its staff; 7. the employment of a person who is registered as unemployed with the ‘Agence pour le développement de l’emploi’ [(Luxembourg National Employment Agency)], as a measure for the insertion or reintegration of that unemployed person in the workforce, or where that person falls within a category of unemployed persons declared eligible to be employed under temporary contract, defined by a Grand Ducal regulation to be adopted following the opinion of the Conseil d’Etat [(Luxembourg Council of State)] and with the approval of the Conference of the Presidents of the [Luxembourg] Chamber of Deputies. The criteria for determining the categories of unemployed person eligible shall primarily reflect the unemployed person’s age and education, the length of time for which that person has been registered as unemployed and the social context in which that person has grown up; 8. employment intended to encourage the hiring of certain categories of job seeker; 9. employment in respect of which the employer agrees to provide the employee with additional occupational training; ... (3) By way of derogation from paragraphs (1) and (2), the following may be fixed-term employment contracts: ... 2. employment contracts entered into by occasional workers in the entertainment arts — as defined in Article 3 of the [Law of 30 July 1999 concerning (a) the employment status of independent professional artists and occasional workers in the entertainment arts and (b) the promotion of artistic creation, as amended by the Law of 26 May 2004 (‘the amended Law of 30 July 1999’)] — either with an entertainment company or in connection with a cinematographic, audio-visual, theatrical or musical production. ...’