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> GOVERNANCE - home > Employment protection legislation database - EPLex > Macedonia, The Former Yugoslav Republic of

Macedonia, The Former Yugoslav Republic of - Types of employment contracts


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

Remarks:
  • Art. 60 LRA: the probationary period can not be longer than 6 months. It can only be extended in the cases of justified absence from work (eg. illness, etc).

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Art. 46 LRA.
  • Valid reasons for FTC use: no limitation
    Remarks:
    • The LRA does not set out any limitation as to the reasons for concluding FTCs. Art. 46(2) states that a fixed term contract concluded for the replacement of a temporary absent employee can be concluded until his/her return.
      Note, that prior to the reform in 2008 [Official Gazette of the Republic of Macedonia no. 106 of 27.08.2008], the LRA limited the use of FTC to the performance of work temporary in nature.
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No limitation provided that the maximum cumulative duration of successive FTC concluded for the performance of the same job shall not exceed 5 years (art. 46(1) LRA).
  • Maximum cumulative duration of successive FTCs: 5 year(s)
    Remarks:
    • The Labour Relations Act states that the fixed term contract may be concluded with interruptions or without interruption for performing the same job for a maximum period of 5 years. (Art. 46(1) LRA).
      Note that prior to the 2008 reform [Official Gazette of the Republic of Macedonia no. 106 of 27.08.2008], the law provided that a FTC could be concluded for carrying out work which by its nature was of limited duration, with or without interruption, for a maximum period of 4 years.
+ show references

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

Remarks:
  • Art. 60 LRA: the probationary period can not be longer than 6 months. It can only be extended in the cases of justified absence from work (eg. illness, etc).

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Art. 46 LRA.
  • Valid reasons for FTC use: no limitation
    Remarks:
    • The LRA does not set out any limitation as to the reasons for concluding FTCs. Art. 46(2) states that a fixed term contract concluded for the replacement of a temporary absent employee can be concluded until his/her return.
      Note, that prior to the reform in 2008 [Official Gazette of the Republic of Macedonia no. 106 of 27.08.2008], the LRA limited the use of FTC to the performance of work temporary in nature.
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No limitation provided that the maximum cumulative duration of successive FTC concluded for the performance of the same job shall not exceed 5 years (art. 46(1) LRA).
  • Maximum cumulative duration of successive FTCs: 5 year(s)
    Remarks:
    • The Labour Relations Act states that the fixed term contract may be concluded with interruptions or without interruption for performing the same job for a maximum period of 5 years. (Art. 46(1) LRA).
      Note that prior to the 2008 reform [Official Gazette of the Republic of Macedonia no. 106 of 27.08.2008], the law provided that a FTC could be concluded for carrying out work which by its nature was of limited duration, with or without interruption, for a maximum period of 4 years.
+ show references

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

Remarks:
  • Art. 60 LRA: the probationary period can not be longer than 6 months. It can only be extended in the cases of justified absence from work (eg. illness, etc).

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Art. 46 LRA.
  • Valid reasons for FTC use: no limitation
    Remarks:
    • The LRA does not set out any limitation as to the reasons for concluding FTCs. Art. 46(2) states that a fixed term contract concluded for the replacement of a temporary absent employee can be concluded until his/her return.
      Note, that prior to the reform in 2008 [Official Gazette of the Republic of Macedonia no. 106 of 27.08.2008], the LRA limited the use of FTC to the performance of work temporary in nature.
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No limitation provided that the maximum cumulative duration of successive FTC concluded for the performance of the same job shall not exceed 5 years (art. 46(1) LRA).
  • Maximum cumulative duration of successive FTCs: 5 year(s)
    Remarks:
    • The Labour Relations Act states that the fixed term contract may be concluded with interruptions or without interruption for performing the same job for a maximum period of 5 years. (Art. 46(1) LRA).
      Note that prior to the 2008 reform [Official Gazette of the Republic of Macedonia no. 106 of 27.08.2008], the law provided that a FTC could be concluded for carrying out work which by its nature was of limited duration, with or without interruption, for a maximum period of 4 years.
+ show references

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

Remarks:
  • Art. 60 LRA: the probationary period can not be longer than 6 months. It can only be extended in the cases of justified absence from work (eg. illness, etc).

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Art. 46 LRA.
  • Valid reasons for FTC use: no limitation
    Remarks:
    • The LRA does not set out any limitation as to the reasons for concluding FTCs. Art. 46(2) states that a fixed term contract concluded for the replacement of a temporary absent employee can be concluded until his/her return.
      Note, that prior to the reform in 2008 [Official Gazette of the Republic of Macedonia no. 106 of 27.08.2008], the LRA limited the use of FTC to the performance of work temporary in nature.
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No limitation provided that the maximum cumulative duration of successive FTC concluded for the performance of the same job shall not exceed 5 years (art. 46(1) LRA).
  • Maximum cumulative duration of successive FTCs: 5 year(s)
    Remarks:
    • The Labour Relations Act states that the fixed term contract may be concluded with interruptions or without interruption for performing the same job for a maximum period of 5 years. (Art. 46(1) LRA).
      Note that prior to the 2008 reform [Official Gazette of the Republic of Macedonia no. 106 of 27.08.2008], the law provided that a FTC could be concluded for carrying out work which by its nature was of limited duration, with or without interruption, for a maximum period of 4 years.
+ show references

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

Remarks:
  • Art. 60 LRA: the probationary period can not be longer than 6 months. It can only be extended in the cases of justified absence from work (eg. illness, etc).

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Art. 46 LRA.
  • Valid reasons for FTC use: no limitation
    Remarks:
    • The LRA does not set out any limitation as to the reasons for concluding FTCs. Art. 46(2) states that a fixed term contract concluded for the replacement of a temporary absent employee can be concluded until his/her return.
      Note, that prior to the reform in 2008 [Official Gazette of the Republic of Macedonia no. 106 of 27.08.2008], the LRA limited the use of FTC to the performance of work temporary in nature.
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No limitation provided that the maximum cumulative duration of successive FTC concluded for the performance of the same job shall not exceed 5 years (art. 46(1) LRA).
  • Maximum cumulative duration of successive FTCs: 5 year(s)
    Remarks:
    • The Labour Relations Act states that the fixed term contract may be concluded with interruptions or without interruption for performing the same job for a maximum period of 5 years. (Art. 46(1) LRA).
      Note that prior to the 2008 reform [Official Gazette of the Republic of Macedonia no. 106 of 27.08.2008], the law provided that a FTC could be concluded for carrying out work which by its nature was of limited duration, with or without interruption, for a maximum period of 4 years.
+ show references

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

Remarks:
  • Art. 60 LRA: the probationary period can not be longer than 6 months. It can only be extended in the cases of justified absence from work (eg. illness, etc).

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Art. 46 LRA.
  • Valid reasons for FTC use: no limitation
    Remarks:
    • The LRA does not set out any limitation as to the reasons for concluding FTCs. Art. 46(2) states that a fixed term contract concluded for the replacement of a temporary absent employee can be concluded until his/her return.
      Note, that prior to the reform in 2008 [Official Gazette of the Republic of Macedonia no. 106 of 27.08.2008], the LRA limited the use of FTC to the performance of work temporary in nature.
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No limitation provided that the maximum cumulative duration of successive FTC concluded for the performance of the same job shall not exceed 5 years (art. 46(1) LRA).
  • Maximum cumulative duration of successive FTCs: 5 year(s)
    Remarks:
    • The Labour Relations Act states that the fixed term contract may be concluded with interruptions or without interruption for performing the same job for a maximum period of 5 years. (Art. 46(1) LRA).
      Note that prior to the 2008 reform [Official Gazette of the Republic of Macedonia no. 106 of 27.08.2008], the law provided that a FTC could be concluded for carrying out work which by its nature was of limited duration, with or without interruption, for a maximum period of 4 years.
+ show references

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

Remarks:
  • Art. 60 LRA: the probationary period can not be longer than 6 months. It can only be extended in the cases of justified absence from work (eg. illness, etc).

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Art. 46 LRA.
  • Valid reasons for FTC use: no limitation
    Remarks:
    • The LRA does not set out any limitation as to the reasons for concluding FTCs. Art. 46(2) states that a fixed term contract concluded for the replacement of a temporary absent employee can be concluded until his/her return.
      Note, that prior to the reform in 2008 [Official Gazette of the Republic of Macedonia no. 106 of 27.08.2008], the LRA limited the use of FTC to the performance of work temporary in nature.
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No limitation provided that the maximum cumulative duration of successive FTC concluded for the performance of the same job shall not exceed 5 years (art. 46(1) LRA).
  • Maximum cumulative duration of successive FTCs: 5 year(s)
    Remarks:
    • The Labour Relations Act states that the fixed term contract may be concluded with interruptions or without interruption for performing the same job for a maximum period of 5 years. (Art. 46(1) LRA).
      Note that prior to the 2008 reform [Official Gazette of the Republic of Macedonia no. 106 of 27.08.2008], the law provided that a FTC could be concluded for carrying out work which by its nature was of limited duration, with or without interruption, for a maximum period of 4 years.
+ show references

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

Remarks:
  • Art. 60 LRA: the probationary period can not be longer than 6 months. It can only be extended in the cases of justified absence from work (eg. illness, etc).

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Art. 46 LRA.
  • Valid reasons for FTC use: no limitation
    Remarks:
    • The LRA does not set out any limitation as to the reasons for concluding FTCs. Art. 46(2) states that a fixed term contract concluded for the replacement of a temporary absent employee can be concluded until his/her return.
      Note, that prior to the reform in 2008 [Official Gazette of the Republic of Macedonia no. 106 of 27.08.2008], the LRA limited the use of FTC to the performance of work temporary in nature.
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No limitation provided that the maximum cumulative duration of successive FTC concluded for the performance of the same job shall not exceed 5 years (art. 46(1) LRA).
  • Maximum cumulative duration of successive FTCs: 5 year(s)
    Remarks:
    • The Labour Relations Act states that the fixed term contract may be concluded with interruptions or without interruption for performing the same job for a maximum period of 5 years. (Art. 46(1) LRA).
      Note that prior to the 2008 reform [Official Gazette of the Republic of Macedonia no. 106 of 27.08.2008], the law provided that a FTC could be concluded for carrying out work which by its nature was of limited duration, with or without interruption, for a maximum period of 4 years.
+ show references

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

Remarks:
  • Art. 60 LRA: the probationary period can not be longer than 6 months. It can only be extended in the cases of justified absence from work (eg. illness, etc).

Fixed term contract (FTC):
  • FTC regulated: Yes
    Remarks:
    • Art. 46 LRA.
  • Valid reasons for FTC use: no limitation
    Remarks:
    • The LRA does not set out any limitation as to the reasons for concluding FTCs. Art. 46(2) states that a fixed term contract concluded for the replacement of a temporary absent employee can be concluded until his/her return.
      Note, that prior to the reform in 2008 [Official Gazette of the Republic of Macedonia no. 106 of 27.08.2008], the LRA limited the use of FTC to the performance of work temporary in nature.
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No limitation provided that the maximum cumulative duration of successive FTC concluded for the performance of the same job shall not exceed 5 years (art. 46(1) LRA).
  • Maximum cumulative duration of successive FTCs: 5 year(s)
    Remarks:
    • The Labour Relations Act states that the fixed term contract may be concluded with interruptions or without interruption for performing the same job for a maximum period of 5 years. (Art. 46(1) LRA).
      Note that prior to the 2008 reform [Official Gazette of the Republic of Macedonia no. 106 of 27.08.2008], the law provided that a FTC could be concluded for carrying out work which by its nature was of limited duration, with or without interruption, for a maximum period of 4 years.