If you receive a wage as an employee and are employed by an employer, you have an employment contract. This is a reciprocal agreement between you and your employer, which means that rights and obligations apply to both you and your employer. A fixed-term employment contract contains at least the same points as a standard employment contract, except that a fixed-term contract only applies for a specific period. This can be for a few months, but also for a year or for the duration of a project.
A fixed-term employment contract
A fixed-term contract usually cannot be terminated prematurely and ends automatically. This is called ‘by operation of law’. When you enter into a fixed-term employment contract, it can also be a contract without an end date. This is often done for temporary projects. The fixed-term employment contract will then state, for example, that you have been hired for the duration of the work on the relevant project. Once you have completed the work, the contract ends.
The notice period
If you and your employer enter into a fixed-term employment contract that lasts longer than 6 months, the notice period or notification obligation applies. This means that your employer must inform you in good time whether or not the employment contract will be extended after it expires, and if so, on what terms. This must be done in writing at least 1 month before your contract expires.
