5. Fixed-term contracts – recourse

The use of fixed-term contracts is strictly regulated by the Labour Code. Fixed-term contracts are reserved for specific, one-off and temporary needs:

• Replacing an absent employee;
• A temporary increase in the company’s workload;
• Seasonal or customary jobs, etc.

You may therefore use a fixed-term contract to replace an employee on sick leave, on paid holiday, or to cover for an employee on maternity leave (in cases of statutory suspension).

Please note:

• A fixed-term contract may only be entered into to replace a single employee!
• You cannot, therefore, sign a single fixed-term contract to replace several absent employees.

If you enter into a single fixed-term contract to replace several employees simultaneously or in succession, that contract will be reclassified as a permanent contract.