Fixed-term contracts can sometimes be used for parole. Therefore, in order to better understand the issue, the trial period regime should be examined at the same time as the fixed-term contract regime. An employment contract must be concluded in writing; However, the validity of an employment contract does not depend on the form. With regard to fixed-term contracts, freedom of speech must not exceed: written health and safety policy and disciplinary and appeal policy are mandatory. This last point must be made in the employment contract. They must also make appropriate accommodations for a worker with a disability, in accordance with his right not to be unfairly discriminated against because of his or her disability. The trial period may not exceed 6 months from the date the worker started working. A staff member must be informed of regularization standards at the time of the engagement. A worker becomes the incumbent at the end of the six-month trial period if the worker is not dismissed before the end of the trial period because he or she has not met the benefit standards. If, despite informal discussions in which you have expressed your concerns and clearly defined your expectations, an employee still does not seem to be able to work, you should invite them to a probation session to discuss the expiry of their contract. Written employment contracts are only mandatory for fixed-term or work contracts for the duration of a project, but are generally recommended. An employment contract can be oral, written or electronic. The conditions are defined by the actual relationship between the employer and the worker.
At least the basic working conditions set by the Working Conditions Act must be set in writing. The conditions of employment can also be determined by practice between the employer and the worker. An aspiring worker must receive certain information before the start of employment (duration of wages, payment at the end of the year and notice). There is no written obligation to have an employment contract, but it is customary for a written contract to be signed by both parties. Written employment contracts are common, but not mandatory. Within 12 weeks of starting employment, certain minimum conditions must be made available to workers in writing. The Labour Act stipulates that a worker must provide, within 12 weeks of the start of employment, the following written information: No obligation to file an employment contract with third parties or to approve it. A copy of the labour provisions and its annexes, as well as any changes to the labour regulations and/or its annexes, are forwarded to the information and social survey service. The employer must enter into a written employment contract with an employee within 30 days of employment. As a general rule, the employer must use the standard employment contract issued by the government. KETs should be made available to EA staff within 14 days of the start of employment and can be made in paper or paper form.