1. Minimum Requirements
According to the Employment Protection Act, the employer is obliged to provide the employee with an employment certificate with certain information containing the most important terms of the employment in writing within one month from the starting date.
2. Fixed-term/Open-ended Contracts
In a fixed term employment, the end of the employment is determined by objective conditions such as a specific date, completing a specific task, or the occurrence of a specific event. However, the Act does not apply to fixed term employees employed through a temporary employment agency.
Non-compliance with the Act may entitle the employee to compensation.
3. Trial Period
New white-collar employees are generally employed subject to an initial probationary period of maximum three months during which either party may terminate the relationship on short notice and without the need for just cause.
For blue-collar employees, individual or collective agreements also often provide for new employees to be subject to a very short notice period during the first period of employment.
4. Notice Period
For white-collar employees, the Salaried Employees Act stipulates the following notice periods based on the individual employee’s length of service:
|Seniority||Employer’s notice period|
|Less than 5 months of employment:||1 month notice effective as of the end of a month.|
|Less than 2 years and 9 months of employment:||3 months notice effective as of the end of a month.|
|Less than 5 years and 8 months of employment:||4 months notice effective as of the end of a month.|
|Less than 8 years and 7 months of employment:||5 months notice effective as of the end of a month.|
|At least 8 years and 7 months of employment:||6 months notice effective as of the end of a month.|