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You're right, it wasn't obvious. I had hit submit too early, I had meant to ask how long the contracts typically last for and if maybe it was better for a compa

You're right, it wasn't obvious. I had hit submit too early, I had meant to ask how long the contracts typically last for and if maybe it was better for a company to just use shorter contracts. Are they required to be permanent for the most part? Sorry for getting way OT here.

distances 10y ago
We're getting so detailed that I'll mention the following applying specifically to Finland. It's possible to have temporary/fixed-time contracts too, and lots of people do. It's however illegal for the employer to chain temporary contracts one after another instead of offering a permanent contract if there's a continuous need. If this happens, the employee may sue on grounds of it being de facto permanent employment. If successful, they will get all the associated benefits, including things such as compensation for wrongful contract termination and withheld bonus payments only available for permanent employees. Suing is pretty easy/risk-free if the wronged person is in an union, and the unionization of workforce is around 60%-70%.
cr1895 10y ago
I'll explain how it typically works in the Netherlands, for non-self-employed people at least (that I'm not familiar with; note also that there has recently been some controversy where companies will classify employees as contractors to get around the stricter permanent contract laws, e.g. PostNL delivery people being contracters instead of full employees). Typically two temporary one-year contracts will be offered (or some variation of this; four six-month contracts, etc.) Once this temporary contract duration is up an employer can either not renew the contract, or if they do renew it is by law an indefinite contract. If, for instance, you were hired at a company through a recruitment agency and your employment contract was through said recruitment agency, your clock would be reset at the company if you were to negotiate a direct contract with the company after leaving the recruitment agency contract. It's also typical for a probationary period at the start of the first contract; in my case it was only one month, though I'm not sure if this is usual or if it could be longer for others. NB: Previously, the law allowed three years of temporary contracts before the indefinite one, but this was changed several years ago.

distances 10y ago

We're getting so detailed that I'll mention the following applying specifically to Finland. It's possible to have temporary/fixed-time contracts too, and lots of people do. It's however illegal for the employer to chain temporary contracts one after another instead of offering a permanent contract if there's a continuous need. If this happens, the employee may sue on grounds of it being de facto permanent employment. If successful, they will get all the associated benefits, including things such as compensation for wrongful contract termination and withheld bonus payments only available for permanent employees. Suing is pretty easy/risk-free if the wronged person is in an union, and the unionization of workforce is around 60%-70%.

cr1895 10y ago

I'll explain how it typically works in the Netherlands, for non-self-employed people at least (that I'm not familiar with; note also that there has recently been some controversy where companies will classify employees as contractors to get around the stricter permanent contract laws, e.g. PostNL delivery people being contracters instead of full employees). Typically two temporary one-year contracts will be offered (or some variation of this; four six-month contracts, etc.) Once this temporary contract duration is up an employer can either not renew the contract, or if they do renew it is by law an indefinite contract. If, for instance, you were hired at a company through a recruitment agency and your employment contract was through said recruitment agency, your clock would be reset at the company if you were to negotiate a direct contract with the company after leaving the recruitment agency contract. It's also typical for a probationary period at the start of the first contract; in my case it was only one month, though I'm not sure if this is usual or if it could be longer for others. NB: Previously, the law allowed three years of temporary contracts before the indefinite one, but this was changed several years ago.