According to the Labor Code , companies can hire fixed-term employees in the following situations:
temporary replacement of a worker on sick leave or parental leave;
replacement of a dismissed worker (dismissal for just cause);
seasonal activities or exceptional increase in work;
occasional task or short or medium-term service;
execution of works, projects or other temporary civil construction or industrial assembly and repair activities.
Duration and Renewal of Fixed-Term Contracts
A fixed-term contract may be renewed, provided that there is line phone number data agreement between the parties involved and the initial conditions of its conclusion are observed. This type of contract may not have a duration exceeding :
18 months, in the case of first job;
2 years, at the beginning of a new activity of uncertain duration;
2 years, at the start of a company's activity with less than 750 employees;
2 years, if the hired worker is long-term unemployed;
3 years, in other situations.
If no contract termination date has been agreed upon or the employer fails to inform about the termination of the contract (within the legal deadlines), the contract is automatically renewed. After the third renewal, the employee will become permanent.
Trial Period
The trial period for fixed-term employment contracts varies depending on the duration of the contract :
15 days in the case of a contract lasting less than 6 months;
30 days for contracts lasting six months or more.
During this period of time - trial period - both the employer and the employee can terminate the employment relationship without compensation (i.e. neither party is entitled to monetary compensation for terminating the contract).
