Fixed-term employment contract with an employee

An urgent labor contract with an employee is only in cases where it is impossible to conclude an agreement for an indefinite period. These conditions are listed in the labor legislation, otherwise the fixed-term employment contract will be considered invalid. The conclusion of such an agreement is made when the work has a certain character or special conditions for its implementation.

The reasons for concluding a fixed-term employment contract

The specific features of a fixed-term employment contract are, first of all, the reasons for its drafting and signing. These include:

• the performance of the duties of the absent employee, for which the place of work is retained for a number of reasons;
• temporary work (up to 2 months);
• performance of seasonal works (when work can be made only under certain weather conditions of the season);
• work on a fixed-term employment contract abroad;
• works that go beyond the ordinary activities (for example, reconstruction and restoration, installation, commissioning);
• work associated with the expansion of production or services provided, and obviously temporary (up to 1 year);
• work in organizations that have been established for a certain period of time;
• Work, the completion of which can be determined by a specific date;
• Work related to the training or internship of an employee;
• cases of election to an elected office;
• other cases specified in the legislation.

Features of a fixed-term employment contract with an employee

The term employment contract has many features. Leave under a fixed-term employment contract is granted on a general basis, as for employees on a permanent place of work. The minimum, as well as the maximum term of the fixed-term employment contract is regulated by the legislation, depending on the basis for concluding the contract. That is, if this is work for the season, then the term of the contract will be valid for one season, if it is work with a temporary worker, then the contract will end with the performance of this work. The form of a fixed-term employment contract is necessarily written, indicating all the working conditions and the grounds on which the document is based.

Another important issue will be how to extend the fixed-term employment contract. This is possible in cases of agreement of the parties that concluded it. An employee may request the extension of the contract only in cases stipulated by law. For example, in case of pregnancy, a woman's written application and medical assistance, the employer must extend the contract for a period until the end of pregnancy. A change in a fixed-term employment contract for an indefinite period may also take place if neither party has demanded the dismissal of an employee upon the expiration of the contract.

Payment under the fixed-term labor contract is made in the same order, as payment of permanent employees. An urgent labor contract with a minor employee is based on the same grounds as an adult worker, However, in this case, the written consent of the parents or guardians will be required. They can achieve early termination of the contract from the employer.

Minuses of a fixed-term employment contract are not legal. The labor legislation provided for all grounds for concluding a fixed-term contract. If there are no such grounds, then the employer has no right to refuse to conclude an employment agreement for an indefinite period. If an employee is well aware of his rights and obligations, as well as all of the above reasons and the nuances of concluding fixed-term employment contracts, he should not have problems with the employer. Moreover, knowing the exact term of the termination of the employment contract, he can always prepare for dismissal in advance and find a new job.