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Generally, fixed-term contracts will automatically be deemed to have created a permanent contract, subject to the employer's right to terminate employment on reasonable notice for a good reason. In the European Union the incidence of fixed-term contracts ranges from 6% in the UK to 23% in Spain, with Germany, Italy and France between 13% and 16 ...
The Fixed-term Work Directive 99/70/EC is one of three EU Directives that regulate atypical work. Alongside the Part-time Work Directive and the Agency Work Directive its aim is to ensure that people who have not contracted for permanent jobs are nevertheless guaranteed a minimum level of equal treatment compared to full-time permanent staff.
Fixed-term contracts are used when an employer wishes to hire an employee for a specific amount of time that is agreed upon in advance [citation needed]. Also known as task contracts, a fixed-term contract can also be used for the completion of a specific task and the contract will be terminated automatically upon completion of the task.
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Fixed-term contracts are not restricted, and there is no right to equal treatment with permanent workers. The Labour Standards Act of 1947 article 14 states a fixed-term contract's maximum duration is three years, but there is no limit on renewals or any reason required. Case law suggests renewals are possible.
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The tenancy must meet the basic requirements of an assured tenancy (excluding the security of tenure effects) and all of the following: . Any of the following: The tenancy started between 15 January 1989 and 27 January 1997 (inclusive) and was accompanied by a prescribed warning, was for a fixed term, and for at least six months
A Japanese version of permanent employment often related to lifetime employment (終身雇用 shūshin koyō) defined as lifetime job contract. The term originally was workers' "lifetime commitment" to companies, which was coined by James Abegglen in his book "The Japanese Factory". [1]