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Rev. Trib. Reg. Trab. 3ª Reg., Belo Horizonte, v. 71, n. 111, p. 183-206, jan./jun. 2025184Abstract: This article analyzes the applicability of job stability for pregnant employees under the intermittent employment contract, a modality introduced by Brazil’s Labor Reform (Law No. 13,467/2017). The study aims to assess the compatibility between both legal institutes under the current constitutional framework and the conventionality control of domestic norms. The methodology is theoretical and descriptive, with a deductive approach based on bibliographic and case law research. The first section addresses the legal and doctrinal aspects of intermittent contracts, as well as their constitutionality, affirmed by the Federal Supreme Court. The second section examines the development of maternity protection, focusing on the job stability guaranteed by Article 10, II, “b”, of the ADCT. The final section confronts the two institutes through the lens of constitutional principles, international human rights treaties, and soft law instruments. The article concludes that maternity stability fully applies to intermittent employment and that any exclusion based on the contractual form contradicts the Brazilian legal order. As a more suitable solution, the study proposes the payment of compensatory indemnity-calculated by the average remuneration-instead of reinstatement, which is often incompatible with the intermittent model. The analysis is supported by higher court precedents and aligns with fundamental rights under the Democratic Rule of Law.Keywords: intermittent employment contract; maternity job stability; Labor Law; labor reform; conventionality control; fundamental rights.1 INTRODUÇÃOA Lei nº 13.467/2017, também denominada de Reforma Trabalhista, dentre diversas outras disposições, inseriu na Consolidação das Leis do Trabalho um novo instituto no cenário juslaboral brasileiro, qual seja o contrato de trabalho intermitente.Assim sendo, a Reforma Trabalhista cuidou de defini-lo no art. 443, § 3º, da CLT, segundo o qual referida modalidade contratual é pautada pela prestação de serviços de modo subordinado, mas não contínuo, com soluções de continuidade na prestação de serviço, determinado em horas, dias ou meses, e independentemente do tipo de atividade exercida pelo empregador, excetuados os aeronautas, estes regidos por legislação própria. Disciplinou, outrossim, a operacionalização do novo tipo de contrato no art. 452-A, caput e §§ 1º a 9º, da norma celetista (Brasil, 1943).