Employment Contract – Fixed-Term and Indefinite Duration

An employment contract is the fundamental document that regulates the relationship between employer and employee. Proper understanding of the contract duration is important for both sides, as it defines the stability of employment and the rights of each party.

SIGNING THE CONTRACT

The employment contract is signed before the employee begins work and may be:

• fixed-term, or
• indefinite-term

There is no minimum period for which the contract must be concluded.

FIXED-TERM CONTRACT

A fixed-term contract means that the end date of employment is determined in advance.

• It may be concluded multiple times with the same employee, but the total duration cannot exceed 2 years.
• If the break between contracts is shorter than 70 days, it is considered as if there was no interruption.
• Periods such as probation, maternity leave, and parental leave are not counted within the 2-year limit.

This contract ends either upon expiration of the agreed term or by termination from either party.

TRANSITION TO AN INDEFINITE-TERM CONTRACT

After two years of employment, the employer is obliged to offer an indefinite-term contract, except in special cases, such as:

• replacing a temporarily absent employee,
• seasonal work,
• project-based work until the project’s completion.

An indefinite-term contract lasts until it is terminated by either the employer or the employee.

EMPLOYEE RIGHTS

Employees with fixed-term contracts have the same rights, duties, and responsibilities as those with indefinite-term contracts. The only difference lies in the duration of employment.

Perfectum Agency provides support in drafting:

• employment contracts,
• contract annexes,
• other documents related to labor relations.

Our team ensures that all contracts are:

• precisely drafted,
• compliant with applicable laws,
• tailored to the specific needs of your company.

Contact us to secure clear, fair, and legally valid employment relations in your business.