When you anticipate early termination, minimum legal termination requirements apply, unless you insert higher termination periods into the contract. The law also provides that the employer and the worker must, before agreeing on the end of the employment, only the employer: since it is not necessary for employers to give notice to terminate a fixed-term contract at the end of the contract, there is sometimes no other termination provision in the contract – employers sometimes simply remove their normal termination clause and replace it with the fixed term. You are also protected from dismissal because you are employed on a temporary basis, unless your employer can “objectively justify” the choice. This means that they must give you a good reason based on the needs of the business. The limit may be changed by employers and workers who agree to a “collective agreement” or a “collective agreement.” See also employment contracts and the advice brochure – Flexible balance between work and life, but employers and unions (or a workers` association) can enter into a collective agreement that removes the automatic right to permanent work under these conditions. Although there is usually a deadline, termination of employment on fixed-term contracts is still considered dismissal for labour law reasons. In other words, if the employee has spent two years of service, you must be very careful that the dismissal is fair. If the employment is temporary, the employment contract stipulates that if a worker continues to work after the end of a contract without being formally renewed, there is an “implicit agreement” from the employer that the end date has changed. If the requirements of Section 66 are not met, the employer cannot rely on the fixed duration to terminate the worker`s employment. In other words, the employment is indefinite and the employee can only be dismissed for the usual reasons recognized for the termination of permanent employment (e.g.B. misconduct, poor performance, dismissal, etc.). There are a number of worker-employer relationships that now differ from the traditional 9-5 place.