Make fixed-term contracts less appealing. Generally speaking, employers may choose between fixed-term contracts or permanent contracts. Though fixed-term contracts may be entered into only under certain circumstances defined by law, the practice during the last two decades has proved that employers have interpreted those circumstances very broadly. Neither unions nor employees have been able to effectively fight against this broad interpretation. This is the main reason why, in 2006, a legal rule was introduced by which the employee who holds the same job for the same employer for 24 months during a period of 30 months on two or more fixed-term contracts becomes an employee with a permanent contract. Now the reform extends this more favorable rule to employees, the rule now imposes permanent status in spite of possible changes in job functions and also in spite of possible changes of employer in the same company group or because a transfer of undertaking.
in reason why, in 2006, a legal rule was introduced by which the employee who holds the same job for the same employer for 24 months during a period of 30 months on two or more fixed-term contracts becomes an employee with a permanent contract. Now the reform extends this more favorable rule to employees, the rule now imposes permanent status in spite of possible changes in job functions and also in spite of possible changes of employer in the same company group or because a transfer of underta
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