Fixed Term Contracts

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A definite contract is a contract which has the duration of Employment estabilished by having an end date.
The maximum period a fixed contract can be is 4 years, while with the new amendments that were established in the main law, the minimum time is of 6 months, unless there are objective reasons for precise and concrete circumstances.
The probation period has to be calculated 2 months for every 6 months of the definite contract duration, with the maximum period of probation being of 6 months when a contract is longer than 15 months.
When an employee wants to terminate the Employment on a definite contract, if the employee is still during probation, then there is one week of notice to be provided, while if probation would have passed, the employee would need to pay half of the reminader of the contract until it expires.
If the employer wants to terminate the defintie contract, if the employee is still during probation, then there is one week of notice to be provided, while if probation would have passed, and the reason for termination of Employment is redundancy, the employer would need to pay the employee half of the reminader of the contract until it expires.
In situations of redundancy at the place of work, employees on fixed term contracts are also affected by the procedures of last in/first out in the same category, as other employees on indefinite contracts.
Employees engaged on definite contracts have the same working conditions as those employees engaged on indefinite contracts, in terms of wages, entitlements etc , except for cases such as the terms regulating the termination of employment.

This page was last updated on 10/04/2019.