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Legal coverage
Fixed-term contracts (FTCs)

FTC regulated: Yes

Remarks

Article 29 of the Labour Code

Valid reasons for FTC use: objective and material reasons

Remarks

Article 29 of the Labour Code

: 1

Remarks

Article 29 of the Labour Code provides that a labour contract may be concluded for a fixed-term to complete some specific work, to replace a temporarily absent worker or for seasonal works.

In addition to these reasons, a fixed-term contract may be concluded for a duration of at least one year. Such a contract of employment, in case of renewal, is deemed to be concluded for an indefinite duration.

Maximum cumulative duration of successive FTCs: no limitation

Article 29 of the Labour Code

Maximum probationary (trial) period (in months): 3 month(s)

Remarks

Article 36 of the Labour Code

Valid grounds (justified dismissal):

Prohibited grounds:

Workers enjoying special protection:

Definition of collective dismissal (number of employees concerned) No

Notification to the public administration No

Remarks

Article 56(2) of the Labour Code: in case of dismissal of any worker, member of the entreprise trade union, the employer has to take into account a reasoned opinion of the trade union.

Notification to trade union (workers' representatives) Yes

Remarks

Article 9(2) of the Law on Employment: the employer has to notify, one month in advance, the public service of employment about any contemplated redundancies.

Notification to workers' representatives: Yes

Remarks

Art. 12 of the Law on Trade Unions: in case of any reduction of the personnel, 2 months in advance the employer has to notify and consult with the trade union.

Approval by trade union (workers' representatives) No

Approval by workers' representatives No

Priority rules for collective dismissals (social considerations, age, job tenure) No

Employer's obligation to consider alternatives to dismissal (transfers, retraining...) No

Priority rules for re-employment No

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: 1 month(s)

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Article 157 of the Labour Code

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: 1 month(s)

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