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Probationary contract for a trial period
A probationary contract for a trial period is a contract for a definite period. It cannot be concluded for a period of more than 3 months. It is usually concluded for 2 weeks, 1 month or 3 months. Such a contract can be terminated with a notice period from 3 days to 2 weeks, depending on the duration of the probationary period.
Fixed-term employment contract
A fixed-term employment contract is a contract for a definite period; it is assumed that the employment will be terminated after the term for which the contract was concluded. If the contract was concluded for a period of less than or equal to 6 months, it cannot be terminated by either party. Such a contract may be terminated only by agreement between the parties. A fixed-term contract for more than 6 months can be terminated giving a two-week notice period if the contract includes the respective provision. The employer can only conclude two fixed-term contracts with the employee. The third contract automatically becomes an indefinite contract, provided that the time before terminating the previous and signing the next contract did not exceed one month.
A replacement contract for a period of absence of an employee is a specific type of fixed-term contract. The term of such contracts must be specifically defined. Either party can terminate the replacement contract giving 3-days’ notice.
Indefinite contract
An indefinite contract is the most favourable for the employee and ensures stability of employment. The termination of such a contract requires maintaining a termination notice period. The length of this period depends on the number of years of service with a given employer and is equal to two weeks (if the employee has been employed for less than 6 months), one month (if the employee has been employed for more than 6 months) or three months (if the employee has been employed for more than 3 years).
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