Employment contracts: the inherent dangers of the fixed-term contract

N Bigey

doi:10.1051/odfen/2018096

Abstract

Hiring an employee can be risky, especially when choosing the contract that will bind the employer to the employee. It is essential to choose a suitable contract. Oftentimes, the preferred choice is a fixed-term contract. If the reason for this choice is contested, the financial consequences may be exorbitant.

Highlights

80% of these claims are either partially or completely successful; some are resolved by a ruling in the employee’s favor at the end of the proceedings, while others may reach a settlement during the proceedings
To determine whether a successful candidate is the right fit, many practices use fixed-term contracts (FTCs) on a probationary basis, their ultimate intention is to switch to a permanent contract
The reason given by these practices for the use of the so-called “fixed-term contract probation” is the temporary increase in activity

Summary

Introduction

80% of these claims are either partially or completely successful; some are resolved by a ruling in the employee’s favor at the end of the proceedings, while others may reach a settlement during the proceedings. KEYWORDS Fixed-term contract, permanent contract, termination of employment contract, Macron ordinances. Termination of employment contract is the reason for appeal in eight out of ten cases.

Results

Conclusion