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> GOVERNANCE - home > Employment protection legislation database - EPLex > Netherlands

Netherlands - Types of employment contracts


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Maximum probationary (trial) period: 2 month(s)

Remarks:
  • Art. 7:652 (3), (4) and (5) CC.
    Probationary period shall be, as a maximum, 2 months when the contract is of indefinite duration or concluded for more than 2 years, and 1 month if the employment contract is concluded for less than 2 years but more than 6 months. If the contract is concluded for less than 6 months no probationary period is possible.

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Art. 7:668, Art. 7:668a and Art. 7:667 CC.
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: 3
    Remarks:
    • Maximum 3 successive contracts concluded at intervals of less than 6 months: Art. 7:668a(1)(b) CC. (3 months, if agreed by collective agreement, for working activities which cannot be performed by the same employee for more than 9 consecutive months).

      For persons, who have reached the legal retirement age, up to 6 consecutive FTCs are permissible.

      This limitation does not apply to employment contracts concluded with teachers of vocational guidance courses, or concluded with persons under the age of 18, who do not work more than 12 hours per week.
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • Applicable to successive contracts concluded at intervals of less than 6 months: Art. 7:668a 1) CC. (3 months, if agreed by collective agreement, for working activities which cannot be performed by the same employee for more than 9 consecutive months).

      For persons, who have reached the legal retirement age, up to 48 months of consecutive FTCs are permissible.

      This limitation does not apply to employment contracts concluded with teachers of vocational guidance courses, or concluded with persons under the age of 18, who do not work more than 12 hours per week.
  • % of workforce under FTC: 20.6 %
    Remarks:
    • Source: Eurostat, as of second trimester 2016.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."

Notes / Remarks
In the Netherlands, as part of anti crisis measures, a new Act, which came into force in July 2010, temporarily extended the possibility to conclude fixed-term contracts with young workers up to 27 years The Act allowed for concluding a total of four, rather than three successive fixed-term employment contracts with regard to this group and for maximum duration of four years rather than three. The Act expired in January 2012. As a result, those specific rules for young workers are no longer applicable.

+ show references

Maximum probationary (trial) period: 2 month(s)

Remarks:
  • Sec. 7:652 (3), (4) and (5) CC.
    Probationary period shall be, as a maximum, 2 months when the contract is of indefinite duration or concluded for more than 2 years, and 1 month if the employment contract is concluded for less than 2 years but more than 6 months. If the contract is concluded for less than 6 months no probationary period is possible.

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Art. 7:668, Art. 7:668a and art. 7:667 CC.
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: 3
    Remarks:
    • Maximum 3 successive contracts concluded at intervals of less than 6 months: sec. 7:668a 1) b) CC. (3 months, if agreed by collective agreement, for working activities which cannot be performed by the same employee for more than 9 consecutive months).

      For persons, who have reached the legal retirement age, up to 6 consecutive FTCs are permissible.

      This limitation does not apply to employment contracts concluded with teachers of vocational guidance courses, or concluded with persons under the age of 18, who do not work more than 12 hours per week.
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • Applicable to successive contracts concluded at intervals of less than 6 months: sec. 7:668a 1) CC. (3 months, if agreed by collective agreement, for working activities which cannot be performed by the same employee for more than 9 consecutive months).

      For persons, who have reached the legal retirement age, up to 48 months of consecutive FTCs are permissible.

      This limitation does not apply to employment contracts concluded with teachers of vocational guidance courses, or concluded with persons under the age of 18, who do not work more than 12 hours per week.
  • % of workforce under FTC: 20.6 %
    Remarks:
    • Source: Eurostat, as of second trimester 2016.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."

Notes / Remarks
In the Netherlands, as part of anti crisis measures, a new Act, which came into force in July 2010, temporarily extended the possibility to conclude fixed-term contracts with young workers up to 27 years The Act allowed for concluding a total of four, rather than three successive fixed-term employment contracts with regard to this group and for maximum duration of four years rather than three. The Act expired in January 2012. As a result, those specific rules for young workers are no longer applicable.

+ show references

Maximum probationary (trial) period: 2 month(s)

Remarks:
  • Sec. 7:652 (3), (4) and (5) CC.
    Probationary period shall be, as a maximum, 2 months when the contract is of indefinite duration or concluded for more than 2 years, and 1 month if the employment contract is concluded for less than 2 years but more than 6 months. If the contract is concluded for less than 6 months no probationary period is possible.

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Art. 7:668, Art. 7:668a and art. 7:667 CC.
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: 3
    Remarks:
    • Maximum 3 successive contracts concluded at intervals of less than 6 months: sec. 7:668a 1) b) CC. (3 months, if agreed by collective agreement, for working activities which cannot be performed by the same employee for more than 9 consecutive months).

      For persons, who have reached the legal retirement age, up to 6 consecutive FTCs are permissible.

      This limitation does not apply to employment contracts concluded with teachers of vocational guidance courses, or concluded with persons under the age of 18, who do not work more than 12 hours per week.
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • Applicable to successive contracts concluded at intervals of less than 6 months: sec. 7:668a 1) CC. (3 months, if agreed by collective agreement, for working activities which cannot be performed by the same employee for more than 9 consecutive months).

      For persons, who have reached the legal retirement age, up to 48 months of consecutive FTCs are permissible.

      This limitation does not apply to employment contracts concluded with teachers of vocational guidance courses, or concluded with persons under the age of 18, who do not work more than 12 hours per week.
  • % of workforce under FTC: 20.6 %
    Remarks:
    • Source: Eurostat, as of second trimester 2016.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."

Notes / Remarks
In the Netherlands, as part of anti crisis measures, a new Act, which came into force in July 2010, temporarily extended the possibility to conclude fixed-term contracts with young workers up to 27 years The Act allowed for concluding a total of four, rather than three successive fixed-term employment contracts with regard to this group and for maximum duration of four years rather than three. The Act expired in January 2012. As a result, those specific rules for young workers are no longer applicable.

+ show references

Maximum probationary (trial) period: 2 month(s)

Remarks:
  • Sec. 7:652 (3), (4) and (5) CC.
    Probationary period shall be, as a maximum, 2 months when the contract is of indefinite duration or concluded for more than 2 years, and 1 month if the employment contract is concluded for less than 2 years but more than 6 months. If the contract is concluded for less than 6 months no probationary period is possible.

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Art. 7:668, Art. 7:668a and art. 7:667 CC.
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: 3
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Maximum 3 successive contracts concluded at intervals of less than 6 months: sec. 7:668a 1) b) CC. (3 months, if agreed by collective agreement, for working activities which cannot be performed by the same employee for more than 9 consecutive months).

      For persons, who have reached the legal retirement age, up to 6 consecutive FTCs are permissible.

      This limitation does not apply to employment contracts concluded with teachers of vocational guidance courses, or concluded with persons under the age of 18, who do not work more than 12 hours per week.
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Applicable to successive contracts concluded at intervals of less than 6 months: sec. 7:668a 1) CC. (3 months, if agreed by collective agreement, for working activities which cannot be performed by the same employee for more than 9 consecutive months).

      For persons, who have reached the legal retirement age, up to 48 months of consecutive FTCs are permissible.

      This limitation does not apply to employment contracts concluded with teachers of vocational guidance courses, or concluded with persons under the age of 18, who do not work more than 12 hours per week.
  • % of workforce under FTC: 20.6 %
    Remarks:
    • Source: Eurostat, as of second trimester 2016.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."

Notes / Remarks
In the Netherlands, as part of anti crisis measures, a new Act, which came into force in July 2010, temporarily extended the possibility to conclude fixed-term contracts with young workers up to 27 years The Act allowed for concluding a total of four, rather than three successive fixed-term employment contracts with regard to this group and for maximum duration of four years rather than three. The Act expired in January 2012. As a result, those specific rules for young workers are no longer applicable.

+ show references

Maximum probationary (trial) period: 2 month(s)

NOTE: This information has changed since the previous period covered.
Remarks:
  • Sec. 7:652 (3), (4) and (5) CC.
    Probationary period shall be, as a maximum, 2 months when the contract is of indefinite duration or concluded for more than 2 years, and 1 month if the employment contract is concluded for less than 2 years but more than 6 months. If the contract is concluded for less than 6 months no probationary period is possible.

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Art. 7:668, Art. 7:668a and art. 7:667 CC.
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: 3
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Maximum 3 successive contracts concluded at intervals of less than 6 months: sec. 7:668a 1) b) CC.
      This limitation does not apply to employment contracts concluded with teachers of vocational guidance courses, or concluded with persons under the age of 18, who do not work more than 12 hours per week.
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Applicable to successive contracts concluded at intervals of less than 6 months: sec. 7:668a 1) CC.
      This limitation does not apply to employment contracts concluded with teachers of vocational guidance courses, or concluded with persons under the age of 18, who do not work more than 12 hours per week.
  • % of workforce under FTC: 2 %
    Remarks:
    • Source: Eurostat, as of second trimester 2015.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."

Notes / Remarks
In the Netherlands, as part of anti crisis measures, a new Act, which came into force in July 2010, temporarily extended the possibility to conclude fixed-term contracts with young workers up to 27 years The Act allowed for concluding a total of four, rather than three successive fixed-term employment contracts with regard to this group and for maximum duration of four years rather than three. The Act expired in January 2012. As a result, those specific rules for young workers are no longer applicable.

+ show references

Maximum probationary (trial) period: 2 month(s)

Remarks:
  • Sec. 7:652 CC
    Probationary period shall be, as a maximum, 2 months when the contract is of indefinite duration or concluded for more than 2 years, and 1 month if the employment contract is concluded for less than 2 years.

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Art. 7:668, Art. 7:668a and art. 7:667 CC.
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: 3
    Remarks:
    • Maximum 3 successive contracts concluded at intervals of less than 3 months: sec. 7:668a 2) CC. However these requirements could be waived by collective agreement sec. 7:668a 1) b).
  • Maximum cumulative duration of successive FTCs: 36 month(s)
    Remarks:
    • Applicable to successive contracts concluded at intervals of less than 3 months: sec. 7:668a 1)a) CC.
  • % of workforce under FTC: 19.3 %
    Remarks:
    • Source: Eurostat, as of second trimester 2014.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."

Notes / Remarks
In the Netherlands, as part of anti crisis measures, a new Act, which came into force in July 2010, temporarily extended the possibility to conclude fixed-term contracts with young workers up to 27 years The Act allowed for concluding a total of four, rather than three successive fixed-term employment contracts with regard to this group and for maximum duration of four years rather than three. The Act expired in January 2012. As a result, those specific rules for young workers are no longer applicable.

+ show references

Maximum probationary (trial) period: 2 month(s)

Remarks:
  • Sec. 7:652 CC
    Probationary period shall be, as a maximum, 2 months when the contract is of indefinite duration or concluded for more than 2 years, and 1 month if the employment contract is concluded for less than 2 years.

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Art. 7:668, Art. 7:668a and art. 7:667 CC.
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: 3
    Remarks:
    • Maximum 3 successive contracts concluded at intervals of less than 3 months: sec. 7:668a 2) CC. However these requirements could be waived by collective agreement sec. 7:668a 1) b).
  • Maximum cumulative duration of successive FTCs: 36 month(s)
    Remarks:
    • Applicable to successive contracts concluded at intervals of less than 3 months: sec. 7:668a 1)a) CC.
  • % of workforce under FTC: 20.2 %
    Remarks:
    • Source: Eurostat, as of second trimester 2013.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."

Notes / Remarks
In the Netherlands, as part of anti crisis measures, a new Act, which came into force in July 2010, temporarily extended the possibility to conclude fixed-term contracts with young workers up to 27 years The Act allowed for concluding a total of four, rather than three successive fixed-term employment contracts with regard to this group and for maximum duration of four years rather than three. The Act expired in January 2012. As a result, those specific rules for young workers are no longer applicable.

+ show references

Maximum probationary (trial) period: 2 month(s)

Remarks:
  • Sec. 7:652 (3) and (4) CC.
    Probationary period shall be, as a maximum, 2 months when the contract is of indefinite duration or concluded for more than 2 years, and 1 month if the employment contract is concluded for less than 2 years.

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Art. 7:668, Art. 7:668a and art. 7:667 CC.
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: 3
    Remarks:
    • Maximum 3 successive contracts concluded at intervals of less than 3 months: sec. 7:668a 1) b) CC. However these requirements could be waived by collective agreement (sec. 7:66a 5).
  • Maximum cumulative duration of successive FTCs: 36 month(s)
    Remarks:
    • Applicable to successive contracts concluded at intervals of less than 3 months: sec. 7:668a 1) a) CC.
  • % of workforce under FTC: 19.3 %
    Remarks:
    • Source: Eurostat, as of second trimester 2012.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."

Notes / Remarks
In the Netherlands, as part of anti crisis measures, a new Act, which came into force in July 2010, temporarily extended the possibility to conclude fixed-term contracts with young workers up to 27 years The Act allowed for concluding a total of four, rather than three successive fixed-term employment contracts with regard to this group and for maximum duration of four years rather than three. The Act expired in January 2012. As a result, those specific rules for young workers are no longer applicable.

+ show references

Maximum probationary (trial) period: 2 month(s)

Remarks:
  • Sec. 7:642 (3) and (4) CC.
    Probationary period shall be, as a maximum, 2 months when the contract is of indefinite duration or concluded for more than 2 years, and 1 month if the employment contract is concluded for less than 2 years.

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Art. 7:668 and Art. 7:668a CC.
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: 3
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Maximum 3 successive contracts concluded at intervals of less than 3 months: sec. 7:668a 2) CC.

      New: from 9 July 2010 until 1 January 2012:
      A new Act temporarily amended sec. 7:668a CC to extend the number of successive FTCs from 3 to 4 in respect of young people below 27 years of age. This temporary measure aimed at reducing youth employment during the crisis.
  • Maximum cumulative duration of successive FTCs: 36 month(s)
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Applicable to successive contracts concluded at intervals of less than 3 months: sec. 7:668a 1) CC.

      New: from 9 July 2010 until 1 January 2012:
      A new Act temporarily amended sec. 7:668a CC to extend the maximum cumulative duration from 36 to 48 months in respect of young people below 27 years of age. This temporary measure aimed at reducing youth employment during the crisis.
  • % of workforce under FTC: 18.4 %
    Remarks:
    • Source: Eurostat, as of fourth trimester 2011.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."

Notes / Remarks
In the Netherlands, a new Act came into force on 9 July 2010 with regard to the extension of the possibility to conclude fixed-term contracts with young workers up to 27 years. The Act allows for concluding a total of four, rather than three successive fixed-term employment contracts with regard to this group. Consecutive employment contracts may be effective for four years, rather than three, before being automatically transformed into a contract for an indefinite period. The Act will expire automatically after two years.

+ show references

Maximum probationary (trial) period: 2 month(s)

Remarks:
  • Sec. 7:652 CC.
    Probationary period shall be, as a maximum, 2 months when the contract is of indefinite duration or concluded for more than 2 years, and 1 month if the employment contract is concluded for less than 2 years.

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Art. 7:668, Art. 7:668a and 7:667 CC
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: 3
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Maximum 3 successive contracts concluded at intervals of less than 3 months: sec. 7:668a 1) b) CC.
      However these requirements could be waived by collective agreement (sec. 7:66a 5).
      New: from 9 July 2010 until 1 January 2012:
      A new Act temporarily amended sec. 7:668a CC to extend the number of successive FTCs from 3 to 4 in respect of young people below 27 years of age. This temporary measure aimed at reducing youth employment during the crisis
  • Maximum cumulative duration of successive FTCs: 36 month(s)
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Applicable to successive contracts concluded at intervals of less than 3 months: sec. 7:668a 1) a) CC.

      New: from 9 July 2010 until 1 January 2012:
      A new Act temporarily amended sec. 7:668a CC to extend the maximum cumulative duration from 36 to 48 months in respect of young people below 27 years of age. This temporary measure aimed at reducing youth employment during the crisis.
  • % of workforce under FTC: 18.5 %
    Remarks:
    • Source: Eurostat, as of first trimester 2010.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 2 month(s)

Remarks:
  • Sec. 7:652 CC.
    Probationary period shall be, as a maximum, 2 months when the contract is of indefinite duration or concluded for more than 2 years, and 1 month if the employment contract is concluded for less than 2 years.

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Art. 7:668, Art. 7:668a and 7:667 CC.
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: 3
    Remarks:
    • Maximum 3 successive contracts concluded at intervals of less than 3 months: sec. 7:668a 2) CC. However these requirements could be waived by collective agreement (sec. 7:66a 5). 7:668a 1) b).
  • Maximum cumulative duration of successive FTCs: 36 month(s)
    Remarks:
    • Applicable to successive contracts concluded at intervals of less than 3 months: sec. 7:668a 1) a) CC.
  • % of workforce under FTC: 18.2 %
    Remarks:
    • Source: Eurostat, 2009 (annual average).
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."