Fixed-Term Employment Contracts
A Comparative Study
In our globalized economies, contracts of an indefinite duration as the general form of employment relations between employers and workers are the most effective way to guarantee security for employees. This fundamental principle is contained in and recognised by the framework agreement on fixed-term work, signed by the European social partners, ETUC, BusinessEurope (UNICE) and CEEP on 19 March 1999. This framework agreement is obligatory in all the Member States of the Union, following the adoption of Council Directive 1999/70 of 28 June 1999.
If the contract of an indefinite duration is the general rule, then the fixed-term contract must be considered to be the exception. This exception must therefore be interpreted in a restrictive way and must be justified on the basis of objective reasons.
So, the question arises whether the rules and practices concerning fixed term contracts in the EU Member States are in conformity with the European 1999 framework agreement on fixed-term work; and how other countries, outside the EU conform to the principle that employment contracts for an indefinite period are the general rule and the fixed term contracts the exception. How much security do national labour law and collective agreements provide regarding fixed term employment contracts? The study consists of international, European and 18 country reports.
Table of Contents:
- Introductory remarks
- Fixed-term employment contracts : the exception ?
- Flexicurity, temporary contracts and labour relations : what are the issues?
- The World Bank and the ILO: Two Visions of Employment Regulation
- Fixed-Term Work in EU-25: one protective framework, several national contexts. An ETUC perspective
- Country reports: Australia, Belarus, Belgium, Brazil, China, France, Germany, Hungary, Hong Kong, India, Italy, Japan, the Netherlands, Poland, Russia, Sweden, United Kingdom, United States of America