If an employment relationship is to be limited in time, this must be decided at the time of employment, otherwise the employment relationship is considered to be a permanent employment relationship. In case of disagreement about the form of employment, the burden of proof lies with the person who claims that the employment is fixed-term.

The most common form of fixed-term employment is what is known as long-term employment, i.e. employment for an indefinite period up to a certain point in time. In this case, the same notice periods apply as for permanent employment if the employee or you as a manager want to terminate the employment prematurely.

Recruitment for a fixed-term contract must be done with the same care as for other recruitment and with a decision prior to employment. Fixed-term employment must also normally be advertised/informed about and preferential rights to re-employment and a higher degree of employment must be taken into account.

• Read about the recruitment of TA staff
• Read more about preferential rights to re-employment.

Grounds for fixed-term contracts

There may be times when you need to hire someone for a limited period of time. In order to limit the duration of an employment contract, there must be a basis in law, regulation or collective agreement.

Read more about grounds for fixed-term contracts

Fixed-term merit and educational appointments as well as adjuncts, visiting professors and retired professors

In addition to the time-limit criteria in the Employment Protection Act, there are also specific time-limit criteria for teaching and training positions.

Read more about fixed-term career development positions and employment of doctoral students etc., in addition to adjuncts, visiting professors and retired professors