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You cannot conclude unlimited fixed-term employment contracts with an employee! A fixed-term contract will automatically become a permanent employment contract if: More than three successive temporary contracts have been concluded, and/or The total duration of several temporary contracts exceeds a period of three years Interruptions of less than six months between successive temporary contracts are included in the calculation. If there is an interruption of more than six months, a new series will start to run. In the case of a collective agreement, it is possible to deviate from this chain rule.
You can enter into a permanent employment contract (‘permanent contract’) with an employee, without a set end date. However, employers often have a need for more flexibility. You can also enter into a fixed-term employment contract (‘temporary contract’) with the employee, with a set end date. Upon reaching this date, the employment contract ends automatically. Other flexible employment relations can also meet your needs for flexibility, such as: An on-call contract (zero-hours contract, mini-max contract or on-call contract with pre-agreement) An agency work employment contract A payroll contract; or A freelance contract/assignment agreement with a freelancer
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