One by one, find out about all the types of employment contract and the conditions attached to them.
If you're thinking of reinforcing your team and hiring more professionals, first get to know all the types of contract that exist. These include fixed-term, uncertain-term and part-time contracts.
With the help of REDUNIQFind out which is the most advantageous for your company.
Types of contracts
1. Fixed-term employment contract
A fixed-term employment contract is signed between an employer and an employee to meet the temporary needs of a company for a defined period of time. This contract is normally used when a candidate comes to replace an employee who is on maternity leave or unpaid leave, for example.
It can be renewed up to three times, as long as it does not exceed: 18 months, if it is the applicant's first job; 2 years, in situations where the worker has been unemployed for a long period of time, launching a new activity without a certain duration or at the start of the company's operations, with less than 750 employees; and 3 years for the remaining situations.
2. Fixed-term contract
Unlike the previous one, this type of contract is signed when the company needs to cover temporary needs, but without a set period of time - no longer than 6 years.
In this case, it can be used to replace employees for an indefinite period of time or for seasonal activities. In this type of situation, the company is not obliged to compensate the worker in the event of termination.
3. Open-ended employment contract
The open-ended labour contract refers to contracts concluded without a fixed duration. However, there are various types of probationary period:
- For employees in general: 60 days if the company has more than 20 workers or 90 days if the number of employees is less than 20;
- For employees performing complex technical functions or positions of great responsibility and trust: 180 days;
- For managerial and senior staff, the trial period is 240 working days.
4. Part-time work contract
Part-time work, also known as "part-time", is an agreement for a shorter period of work than full-time work - 40 hours a week.
The rules that apply are the same as for fixed-term employment contracts, except that if the contract is not in writing, it is considered a full-time contract.
5. Very short-term contract
Although not widely used, this contract applies to special cases, such as seasonal activity or the organisation of an event, and lasts no longer than 15 days.
It doesn't have to be in writing, but the company must notify social security of the start and end date within 10 working days.
6. Intermittent labour contracts
This type of contract is used to meet the needs of companies that have discontinuous activity throughout the year. It cannot be for less than 6 months per year, and at least 4 months must be successive.
In times of inactivity, the company has to compensate the employee for around 20% of the basic salary.
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