The employment contract must contain information that defines, among other things, equal term of notice for both parties in cases of termination of the labour contract. The employment contract must be concluded in writing. Employment relations can also arise where no employment contract concluded in writing is available, but the employer has admitted the employee to work, and he/she has commenced the performance of such work. In such cases, the existence of employment relations may be ascertained by all means of evidence.
The employment contracts may be concluded for an indefinite period or for a fixed term. The employment contract is considered concluded for an indefinite period, unless expressly agreed otherwise.However, an employment contract concluded for an indefinite period may not be transformed into a contract for a fixed term, except where explicitly desired by the employee, and stated so in writing.
A fixed term contract may be concluded for:
A definite period, which cannot be longer than 3 years, unless legislation provides otherwise;
Or completion of some specified work; substitution for an employee who is absent from work; Or completion of a job which is to be taken through a competitive examination; and a certain specified mandate.
As an exception, a fixed term employment contract may be concluded for a period of not less than one year and for works and activities that are not of temporary, seasonal or short-term nature. Such an employment contract may also be concluded for a shorter period upon request, in writing, by the employee.
Moreover, the employment contract concluded for a fixed term is transformed into a contract for an indefinite period, if the employee continues working for 5 or more working days after the expiry of the agreed period, without the written objection of the employer, provided the job is vacant.