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

Montenegro - Types of employment contracts


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Maximum probationary (trial) period: 6 month(s)

Remarks:
  • Art. 19 LL: the trial period shall not exceed 6 months except for crew members of long-haul commercial ship, in which case the trial period lasts until the return of the ship to the port of origin.
    Art. 20(2) LL provides that if the employee fails to satisfy the job requirements, his/her employment shall terminate upon expiry of the trial period as stipulated in the contract.
    As an exception to this rule, during the probationary period, each party may unilaterally terminate the contract even before the expiry of that period, with a written justification, in accordance with the collective agreement and the labour contract. (art. 20(3) LL).

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Arts. 24 to 26 LL.
      New in Dec. 2011:Article 24(1) LL provides that "as a rule, a contract of employment contract shall be concluded for an indefinite period of time", while fixed-term contract are the exception and may entered into only in limited circumstances foreseen in the law. No such rule existed before the 2011 amendment, as the the law provided that employment contracts could be concluded or an unlimited or limited duration without any further indication on which of those two was the standard contract.
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • New in Dec. 2011:
      Art. 25(1) LL now provides for limitation in respect of the reasons for which FTCs can be concluded: "A contract of employment may be concluded for a fixed term for the purpose of performing certain jobs whose duration is predetermined for objective reasons or due to occurrence of unforeseeable circumstances or events".
      Prior to this amendment they was no such limitation in the 2008 LL.
      (The previous LL of 2003 (amended in 2005) contained a limited list of valid reasons justifying the use of FTCs)
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • The Labour Law does not impose any limitations on the number of successive FTCs.
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • New in Dec. 2011: The 2011 amendments introduced, as a general rule a maximum duration of 24 months: art. 25(2) LL.
      However, in 2011 the law also introduced an exception to the 24-month rule in art. 25(4): FTCs can last longer than 24 months if they are concluded in order to replace a temporarily absent employee (and the absence is longer than 24 months) or for performing seasonal work or working on a for a specific task or project. In the latter case it shall last until the completion of the project.
+ show references

Maximum probationary (trial) period: 6 month(s)

Remarks:
  • Art. 19 LL: the trial period shall not exceed 6 months except for crew members of long-haul commercial ship, in which case the trial period lasts until the return of the ship to the port of origin.
    Art. 20(2) LL provides that if the employee fails to satisfy the job requirements, his/her employment shall terminate upon expiry of the trial period as stipulated in the contract.
    As an exception to this rule, during the probationary period, each party may unilaterally terminate the contract even before the expiry of that period, with a written justification, in accordance with the collective agreement and the labour contract. (art. 20(3) LL).

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Arts. 24 to 26 LL.
      New in Dec. 2011:Article 24(1) LL provides that "as a rule, a contract of employment contract shall be concluded for an indefinite period of time", while fixed-term contract are the exception and may entered into only in limited circumstances foreseen in the law. No such rule existed before the 2011 amendment, as the the law provided that employment contracts could be concluded or an unlimited or limited duration without any further indication on which of those two was the standard contract.
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • New in Dec. 2011:
      Art. 25(1) LL now provides for limitation in respect of the reasons for which FTCs can be concluded: "A contract of employment may be concluded for a fixed term for the purpose of performing certain jobs whose duration is predetermined for objective reasons or due to occurrence of unforeseeable circumstances or events".
      Prior to this amendment they was no such limitation in the 2008 LL.
      (The previous LL of 2003 (amended in 2005) contained a limited list of valid reasons justifying the use of FTCs)
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • The Labour Law does not impose any limitations on the number of successive FTCs.
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • New in Dec. 2011: The 2011 amendments introduced, as a general rule a maximum duration of 24 months: art. 25(2) LL.
      However, in 2011 the law also introduced an exception to the 24-month rule in art. 25(4): FTCs can last longer than 24 months if they are concluded in order to replace a temporarily absent employee (and the absence is longer than 24 months) or for performing seasonal work or working on a for a specific task or project. In the latter case it shall last until the completion of the project.
+ show references

Maximum probationary (trial) period: 6 month(s)

Remarks:
  • Art. 19 LL: the trial period shall not exceed 6 months except for crew members of long-haul commercial ship, in which case the trial period lasts until the return of the ship to the port of origin.
    Art. 20(2) LL provides that if the employee fails to satisfy the job requirements, his/her employment shall terminate upon expiry of the trial period as stipulated in the contract.
    As an exception to this rule, during the probationary period, each party may unilaterally terminate the contract even before the expiry of that period, with a written justification, in accordance with the collective agreement and the labour contract. (art. 20(3) LL).

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Arts. 24 to 26 LL.
      New in Dec. 2011:Article 24(1) LL provides that "as a rule, a contract of employment contract shall be concluded for an indefinite period of time", while fixed-term contract are the exception and may entered into only in limited circumstances foreseen in the law. No such rule existed before the 2011 amendment, as the the law provided that employment contracts could be concluded or an unlimited or limited duration without any further indication on which of those two was the standard contract.
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • New in Dec. 2011:
      Art. 25(1) LL now provides for limitation in respect of the reasons for which FTCs can be concluded: "A contract of employment may be concluded for a fixed term for the purpose of performing certain jobs whose duration is predetermined for objective reasons or due to occurrence of unforeseeable circumstances or events".
      Prior to this amendment they was no such limitation in the 2008 LL.
      (The previous LL of 2003 (amended in 2005) contained a limited list of valid reasons justifying the use of FTCs)
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • The Labour Law does not impose any limitations on the number of successive FTCs.
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • New in Dec. 2011: The 2011 amendments introduced, as a general rule a maximum duration of 24 months: art. 25(2) LL.
      However, in 2011 the law also introduced an exception to the 24-month rule in art. 25(4): FTCs can last longer than 24 months if they are concluded in order to replace a temporarily absent employee (and the absence is longer than 24 months) or for performing seasonal work or working on a for a specific task or project. In the latter case it shall last until the completion of the project.
+ show references

Maximum probationary (trial) period: 6 month(s)

Remarks:
  • Art. 19 LL: the trial period shall not exceed 6 months except for crew members of long-haul commercial ship, in which case the trial period lasts until the return of the ship to the port of origin.
    Art. 20(2) LL provides that if the employee fails to satisfy the job requirements, his/her employment shall terminate upon expiry of the trial period as stipulated in the contract.
    As an exception to this rule, during the probationary period, each party may unilaterally terminate the contract even before the expiry of that period, with a written justification, in accordance with the collective agreement and the labour contract. (art. 20(3) LL).

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Arts. 24 to 26 LL.
      New in Dec. 2011:Article 24(1) LL provides that "as a rule, a contract of employment contract shall be concluded for an indefinite period of time", while fixed-term contract are the exception and may entered into only in limited circumstances foreseen in the law. No such rule existed before the 2011 amendment, as the the law provided that employment contracts could be concluded or an unlimited or limited duration without any further indication on which of those two was the standard contract.
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • New in Dec. 2011:
      Art. 25(1) LL now provides for limitation in respect of the reasons for which FTCs can be concluded: "A contract of employment may be concluded for a fixed term for the purpose of performing certain jobs whose duration is predetermined for objective reasons or due to occurrence of unforeseeable circumstances or events".
      Prior to this amendment they was no such limitation in the 2008 LL.
      (The previous LL of 2003 (amended in 2005) contained a limited list of valid reasons justifying the use of FTCs)
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • The Labour Law does not impose any limitations on the number of successive FTCs.
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • New in Dec. 2011: The 2011 amendments introduced, as a general rule a maximum duration of 24 months: art. 25(2) LL.
      However, in 2011 the law also introduced an exception to the 24-month rule in art. 25(4): FTCs can last longer than 24 months if they are concluded in order to replace a temporarily absent employee (and the absence is longer than 24 months) or for performing seasonal work or working on a for a specific task or project. In the latter case it shall last until the completion of the project.
+ show references

Maximum probationary (trial) period: 6 month(s)

Remarks:
  • Art. 19 LL: the trial period shall not exceed 6 months except for crew members of long-haul commercial ship, in which case the trial period lasts until the return of the ship to the port of origin.
    Art. 20(2) LL provides that if the employee fails to satisfy the job requirements, his/her employment shall terminate upon expiry of the trial period as stipulated in the contract.
    As an exception to this rule, during the probationary period, each party may unilaterally terminate the contract even before the expiry of that period, with a written justification, in accordance with the collective agreement and the labour contract. (art. 20(3) LL).

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Arts. 24 to 26 LL.
      New in Dec. 2011:Article 24(1) LL provides that "as a rule, a contract of employment contract shall be concluded for an indefinite period of time", while fixed-term contract are the exception and may entered into only in limited circumstances foreseen in the law. No such rule existed before the 2011 amendment, as the the law provided that employment contracts could be concluded or an unlimited or limited duration without any further indication on which of those two was the standard contract.
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • New in Dec. 2011:
      Art. 25(1) LL now provides for limitation in respect of the reasons for which FTCs can be concluded: "A contract of employment may be concluded for a fixed term for the purpose of performing certain jobs whose duration is predetermined for objective reasons or due to occurrence of unforeseeable circumstances or events".
      Prior to this amendment they was no such limitation in the 2008 LL.
      (The previous LL of 2003 (amended in 2005) contained a limited list of valid reasons justifying the use of FTCs)
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • The Labour Law does not impose any limitations on the number of successive FTCs.
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • New in Dec. 2011: The 2011 amendments introduced, as a general rule a maximum duration of 24 months: art. 25(2) LL.
      However, in 2011 the law also introduced an exception to the 24-month rule in art. 25(4): FTCs can last longer than 24 months if they are concluded in order to replace a temporarily absent employee (and the absence is longer than 24 months) or for performing seasonal work or working on a for a specific task or project. In the latter case it shall last until the completion of the project.
+ show references

Maximum probationary (trial) period: 6 month(s)

Remarks:
  • Art. 19 LL: the trial period shall not exceed 6 months except for crew members of long-haul commercial ship, in which case the trial period lasts until the return of the ship to the port of origin.
    Art. 20(2) LL provides that if the employee fails to satisfy the job requirements, his/her employment shall terminate upon expiry of the trial period as stipulated in the contract.
    As an exception to this rule, during the probationary period, each party may unilaterally terminate the contract even before the expiry of that period, with a written justification, in accordance with the collective agreement and the labour contract. (art. 20(3) LL).

Fixed term contract (FTC):
  • FTC regulated: Yes
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Arts. 24 to 26 LL.
      New in Dec. 2011:Article 24(1) LL provides that "as a rule, a contract of employment contract shall be concluded for an indefinite period of time", while fixed-term contract are the exception and may entered into only in limited circumstances foreseen in the law. No such rule existed before the 2011 amendment, as the the law provided that employment contracts could be concluded or an unlimited or limited duration without any further indication on which of those two was the standard contract.
  • Valid reasons for FTC use: objective and material reasons
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • New in Dec. 2011:
      Art. 25(1) LL now provides for limitation in respect of the reasons for which FTCs can be concluded: "A contract of employment may be concluded for a fixed term for the purpose of performing certain jobs whose duration is predetermined for objective reasons or due to occurrence of unforeseeable circumstances or events".
      Prior to this amendment they was no such limitation in the 2008 LL.
      (The previous LL of 2003 (amended in 2005) contained a limited list of valid reasons justifying the use of FTCs)
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • The Labour Law does not impose any limitations on the number of successive FTCs.
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • New in Dec. 2011: The 2011 amendments introduced, as a general rule a maximum duration of 24 months: art. 25(2) LL.
      However, in 2011 the law also introduced an exception to the 24-month rule in art. 25(4): FTCs can last longer than 24 months if they are concluded in order to replace a temporarily absent employee (and the absence is longer than 24 months) or for performing seasonal work or working on a for a specific task or project. In the latter case it shall last until the completion of the project.
+ show references

Maximum probationary (trial) period: 6 month(s)

Remarks:
  • Art. 19 LL: the trial period shall not exceed 6 months except for crew members of long-haul commercial ship, in which case the trial period lasts until the return of the ship to the port of origin.
    Art. 20(2) LL provides that if the employee fails to satisfy the job requirements, his/her employment shall terminate upon expiry of the trial period as stipulated in the contract.
    As an exception to this rule, during the probationary period, each party may unilaterally terminate the contract even before the expiry of that period, with a written justification, in accordance with the collective agreement and the labour contract. (art. 20(3) LL).

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Arts. 24 to 26 LL.
  • Valid reasons for FTC use: no limitation
    Remarks:
    • Art. 24 LL states that a labour contract can be signed for a limited or unlimited duration. The LL does not set out any limitations on the reasons for which FTC can be concluded.
      There is only one reference to such reasons in art. 25(2) LL which refers to the possibility of concluding a labour contract for a limited duration for a purpose of replacement of the temporary absent employee, and until his/her return.
      (The previous LC of 2003 (amended in 2005) contained a limited list of valid reasons justifying the use of FTCs)
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • The Labour Law does not impose any limitations on the number of successive FTCs.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • No statutory limitation on the maximum cumulative duration of successive FTCs.
+ show references

Maximum probationary (trial) period: 6 month(s)

Remarks:
  • Art. 19 LL: the trial period shall not exceed 6 months except for crew members of long-haul commercial ship, in which case the trial period lasts until the return of the ship to the port of origin.
    Art. 20(2) LL provides that if the employee fails to satisfy the job requirements, his/her employment shall terminate upon expiry of the trial period as stipulated in the contract.
    As an exception to this rule, during the probationary period, each party may unilaterally terminate the contract even before the expiry of that period, with a written justification, in accordance with the collective agreement and the labour contract. (art. 20(3) LL).

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Arts. 24 to 26 LL.
  • Valid reasons for FTC use: no limitation
    Remarks:
    • Art. 24 LL states that a labour contract can be signed for a limited or unlimited duration. The LL does not set out any limitations on the reasons for which FTC can be concluded.
      There is only one reference to such reasons in art. 25(2) LL which refers to the possibility of concluding a labour contract for a limited duration for a purpose of replacement of the temporary absent employee, and until his/her return.
      (The previous LC of 2003 (amended in 2005) contained a limited list of valid reasons justifying the use of FTCs)
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • The Labour Law does not impose any limitations on the number of successive FTCs.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • No statutory limitation on the maximum cumulative duration of successive FTCs.
+ show references

Maximum probationary (trial) period: 6 month(s)

Remarks:
  • Art. 19 LL: the trial period shall not exceed 6 months except for crew members of long-haul commercial ship, in which case the trial period lasts until the return of the ship to the port of origin.
    Art. 20(2) LL provides that if the employee fails to satisfy the job requirements, his/her employment shall terminate upon expiry of the trial period as stipulated in the contract.
    As an exception to this rule, during the probationary period, each party may unilaterally terminate the contract even before the expiry of that period, with a written justification, in accordance with the collective agreement and the labour contract. (art. 20(3) LL).

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Arts. 24 to 26 LL.
  • Valid reasons for FTC use: no limitation
    Remarks:
    • Art. 24 LL states that a labour contract can be signed for a limited or unlimited duration. The LL does not set out any limitations on the reasons for which FTC can be concluded.
      There is only one reference to such reasons in art. 25(2) LL which refers to the possibility of concluding a labour contract for a limited duration for a purpose of replacement of the temporary absent employee, and until his/her return.
      (The previous LC of 2003 (amended in 2005) contained a limited list of valid reasons justifying the use of FTCs)
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • The Labour Law does not impose any limitations on the number of successive FTCs.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • No statutory limitation on the maximum cumulative duration of successive FTCs.