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Chipre - Tipos de contratos de trabajo


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Duración maxima del periodo de prueba: 24 mes(es)

Remarks:
  • Sec. 3 and 9 TEA.
    The requirement on notice period and on compensation for unfair dismissals do not apply for the first 26 weeks (6 months) of the contract. This period can be extended to 104 weeks (24 months) if this was agreed in writing by both parties at the time the contract of employment was concluded.

Contrato de duración determinada (CDD):
  • FTC regulated: Si
  • Razones de utilización legítima de CDD: sin restricción
    Remarks:
    • Subject to correct interpretation of the 98(I)/2003 Act (available only in original language) that transposes the Council Directive 1999/70/EC of 25 June 1999 concerning the framework agreement on fixed-term work.


  • Número máximo de CDD consecutivos: sin limitación
    Remarks:
    • Subject to correct interpretation of the 98(I)/2003 Act (available only in original language) that transposes the Council Directive 1999/70/EC of 25 June 1999 concerning the framework agreement on fixed-term work.
  • Duración máxima acumulativa de CDD consecutivos: sin limitación
    Remarks:
    • Subject to correct interpretation of the 98(I)/2003 Act (available only in original language) that transposes the Council Directive 1999/70/EC of 25 June 1999 concerning the framework agreement on fixed-term work.
  • % de trabajadores bajo CDD: 15.3 %
    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."
+ show references

Duración maxima del periodo de prueba: 24 mes(es)

Remarks:
  • Sec. 3 and 9 TEA.
    The requirement on notice period and on compensation for unfair dismissals do not apply for the first 26 weeks (6 months) of the contract. This period can be extended to 104 weeks (24 months) if this was agreed in writing by both parties at the time the contract of employment was concluded.

Contrato de duración determinada (CDD):
  • FTC regulated: Si
  • Razones de utilización legítima de CDD: sin restricción
    Remarks:
    • Subject to correct interpretation of the 98(I)/2003 Act (available only in original language) that transposes the Council Directive 1999/70/EC of 25 June 1999 concerning the framework agreement on fixed-term work.


  • Número máximo de CDD consecutivos: sin limitación
    Remarks:
    • Subject to correct interpretation of the 98(I)/2003 Act (available only in original language) that transposes the Council Directive 1999/70/EC of 25 June 1999 concerning the framework agreement on fixed-term work.
  • Duración máxima acumulativa de CDD consecutivos: sin limitación
    Remarks:
    • Subject to correct interpretation of the 98(I)/2003 Act (available only in original language) that transposes the Council Directive 1999/70/EC of 25 June 1999 concerning the framework agreement on fixed-term work.
  • % de trabajadores bajo CDD: 13.6 %
    Remarks:
    • Source: Eurostat, annual average (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."
+ show references

Duración maxima del periodo de prueba: 24 mes(es)

Remarks:
  • Sec. 3 and 9 TEA.
    The requirement on notice period and on compensation for unfair dismissals do not apply for the first 26 weeks (6 months) of the contract. This period can be extended to 104 weeks (24 months) if this was agreed in writing by both parties at the time the contract of employment was concluded.

Contrato de duración determinada (CDD):
  • FTC regulated: Si
  • Razones de utilización legítima de CDD: sin restricción
    Remarks:
    • Subject to correct interpretation of the 98(I)/2003 Act (available only in original language) that transposes the Council Directive 1999/70/EC of 25 June 1999 concerning the framework agreement on fixed-term work.


  • Número máximo de CDD consecutivos: sin limitación
    Remarks:
    • Subject to correct interpretation of the 98(I)/2003 Act (available only in original language) that transposes the Council Directive 1999/70/EC of 25 June 1999 concerning the framework agreement on fixed-term work.
  • Duración máxima acumulativa de CDD consecutivos: sin limitación
    Remarks:
    • Subject to correct interpretation of the 98(I)/2003 Act (available only in original language) that transposes the Council Directive 1999/70/EC of 25 June 1999 concerning the framework agreement on fixed-term work.
  • % de trabajadores bajo CDD: 13.5 %
    Remarks:
    • Source: Eurostat, annual average (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

Duración maxima del periodo de prueba: 24 mes(es)

Remarks:
  • Sec. 3 and 9 TEA.
    The requirement on notice period and on compensation for unfair dismissals do not apply for the first 26 weeks (6 months) of the contract. This period can be extended to 104 weeks (24 months) if this was agreed in writing by both parties at the time the contract of employment was concluded.

Contrato de duración determinada (CDD):
  • FTC regulated: Si
  • Razones de utilización legítima de CDD: sin restricción
    Remarks:
    • Subject to correct interpretation of the 98(I)/2003 Act (available only in original language) that transposes the Council Directive 1999/70/EC of 25 June 1999 concerning the framework agreement on fixed-term work.


  • Número máximo de CDD consecutivos: sin limitación
    Remarks:
    • Subject to correct interpretation of the 98(I)/2003 Act (available only in original language) that transposes the Council Directive 1999/70/EC of 25 June 1999 concerning the framework agreement on fixed-term work.
  • Duración máxima acumulativa de CDD consecutivos: sin limitación
    Remarks:
    • Subject to correct interpretation of the 98(I)/2003 Act (available only in original language) that transposes the Council Directive 1999/70/EC of 25 June 1999 concerning the framework agreement on fixed-term work.
  • % de trabajadores bajo CDD: 13.4 %
    Remarks:
    • Source: Eurostat, annual average (2009).
      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."