Understanding fixed-term employment contracts

In short: A fixed-term employment contract ends automatically at a set date without any dismissal being necessary. In Germany, the Part-Time and Fixed-Term Employment Act regulates when fixed terms are permissible.

In more detail: A distinction is made between fixed terms with and without an objective reason.

In detail

• Fixed term without reason: Possible for up to two years without a special reason, after which it must be made permanent or ended.
• Fixed term with reason: For example cover, project work or a trial period, where longer or repeated fixed terms are possible.
• Chain of fixed terms: Multiple fixed terms without sufficient objective reason can be inadmissible.
• Dismissal during the fixed term: Only possible if the contract explicitly allows ordinary dismissal.
• Rights: Fixed-term employees generally have the same rights as permanent employees.
• Transition to permanent employment: Common practice after a successful probation period or project end.
• Advice: In case of uncertainty, trade unions or employment law advice services can help (kuendigung-erhalten-was-jetzt-wichtig-ist).