Unless otherwise provided for in a collective agreement, this period is calculated as follows: workers on fixed-term contracts should not be treated less well than their permanent counterparts, unless there is an “objective justification” (i.e. a good business reason). You must receive the same benefit package (or equivalent), the same salary and the same conditions. If they have worked for at least two years for the same employer under a fixed-term contract, they have the same rights of dismissal and termination as permanent employees. They should also be informed of permanent jobs in the company. Firm contracts can allow employers to set up more flexible workforces on a budget, but they also carry serious risks. Safely, these risks can cause real harm to a business. However, companies that prepare properly should not have to worry. The employer should consider whether it is possible to provide certain benefits to temporary workers in relation to the period during which they will work (also known as “proportional”). Fixed-term contracts must be in writing. If this is not the case, the contractual relationship may be considered permanent in the event of a dispute, since the employer is not able to prove the existence of a fixed-term contract. Collective or company agreements may vary the duration or number of successive contracts employed by an employer.
They may also limit the use of successive contracts and draw up a list of reasons justifying the renewal of fixed-term contracts. To avoid confusion between your employment contract and easement, check out our complete guide to fixed-term contracts. Hiring temporary workers allows employers to hire people with specific skills or employ additional labour when they are needed. If the contract ends and an agreement has not been reached, the worker may be able to claim unjustified dismissal. Fixed-term contracts may also be used under specific agreements, including: however, temporary workers are not entitled to equal pay, conditions and benefits if their general conditions, although different from those of permanent employees, are as good or better. A worker may keep successive fixed-term contracts for a period of four years. If your contract is subsequently renewed, you will become a permanent employee, unless the employer can prove a good reason to keep a fixed-term contract.