An employment contract is a basic document regulating the relationship between an employer and an employee.
Contract for an indefinite period
The long-term contract is permanently binding on both sides for an indefinite period. It is particularly distinguished from other contracts by strong protection against dismissal, because the employer must justify the reason for giving notice to the employee.
Once it stood out as the longest period of notice, however, after the change of regulations on February 22, 2016, both in the case of an indefinite and definite contract, depends on the length of employment with a given employer and in effect amounts to:
- 2 weeks if the employee has been employed for less than 6 months;
- One month if the employee has been employed for at least 6 months;
- 3 months if the employee has been employed for at least 3 years.
When termination periods start and end with a fixed-term contract and an indefinite contract, you can read here >>
Term workers gained greater protection against dismissal.
In addition, since 2016, in the case of fixed-term contracts, it applies rule "3 and 33". This means that an employer can only enter into one employee three contracts for an indefinite period (it does not matter if there are gaps or their length between them). also the maximum period of term employment for one employer is 33 months (it can also be for one contract and several contracts), without adding a trial period, so a total of 36 months. In case of
exceeding these dates of the contract for a definite period are subject to
automatically transform into contracts for an indefinite period. In November, the terms of timely engagement >> are once again due
As a result of the changes from two years ago, the Labor Code also disappeared contract for the duration of a specific job, a replacement contract is considered a sub-type of a fixed-term employment contract.
Contract for a trial period
An employment contract of indefinite and definite duration may – but does not have to – precede a contract for a trial period.
The trial period may not exceed 3 months, but may take less –
there is no minimum period indicated in the regulations
make a trial contract. The Code prohibits, however, the renewal of such contracts with
one employee by the same employer.
The contract for the trial period is terminated upon the end of the period for which
was concluded, unless it was previously terminated,
termination without notice or termination by agreement
pages. The period of notice is dependent on the time it has been left
- 3 working days if the trial period does not exceed 2 weeks;
- 1 week if the trial period is longer than 2 weeks;
- 2 weeks if the trial period is three months;
A trial contract does not apply in the case of an employment relationship
on the basis of: a cooperative employment contract, appointment, recruitment or
appointment. In addition, contracts for a trial period of
juvenile employees, under a contract of employment and for preparation