Temporary (fixed-term) employment contracts: “without reason” for the first 12 months. Law no. 92 of June 28, 2012 has brought about significant changes to Legislative Decree 368/2001. The previous law in effect placed strict limitations on when employers were allowed to enter into fixed term contracts with their employees. Employers could use this type of contract only when there were technical, organizational or productive reasons, or to substitute a permanent employee with a temporary one. With the reform, employers may enter into initial “without reason” fixed term employment contracts that will eliminate the requirement that the employer state the underlying reason why it has offered the employee a temporary contract. However, this possibility is limited. This type of contract can only be used for the first employment contract that the employer and employee enter into, and its maximum duration is 12 months, non-renewable. For all other fixed term employment contracts, the previous law applies: employers must state the reasons allowed under the law that justify the use of a temporary contract. The new provisions will also apply to temporary staff leasing employment contracts.
t has offered the employee a temporary contract. However, this possibility is limited. This type of contract can only be used for the first employment contract that the employer and employee enter into, and its maximum duration is 12 months, non-renewable. For all other fixed term employment contracts, the previous law applies: employers must state the reasons allowed under the law that justify the use of a temporary contract. The new provisions will also apply to temporary staff leasing emplo
…Do you have information to share with us?