{"id":14146,"date":"2023-11-21T05:11:13","date_gmt":"2023-11-21T04:11:13","guid":{"rendered":"https:\/\/www.kanzlei-steinwachs.de\/time-limit\/"},"modified":"2023-12-01T14:19:37","modified_gmt":"2023-12-01T13:19:37","slug":"time-limit","status":"publish","type":"page","link":"https:\/\/www.kanzlei-steinwachs.de\/en\/time-limit\/","title":{"rendered":"Time limit"},"content":{"rendered":"

[vc_row triangle_shape=”no” css=”.vc_custom_1700539921955{padding-bottom: 40px !important;}”][vc_column][vc_column_text]A growing number of employment contracts these days have a fixed term<\/strong>. A fixed-term employment relationship is an agreement that the employment relationship should end on a specific date or on a specific event without notice. In addition to termination, it is an independent termination event for an employment relationship. For the fixed-term contract to be effective, it is necessary that the requirements set out in the Part-time and Fixed-Term Employment Act (TzBfG)<\/a> are met.<\/p>\n

A fixed-term contract without a factual reason can generally only be agreed with a new employee who has never had a comparable employment relationship with this employer. The basis for this is Section 14 Paragraph 2 TzBfG. A permanent job can also be filled several times in a row with different temporary employees. [14]<\/sup> The time limit is limited to a maximum of two years. If it is agreed for a shorter period of time, the employment relationship can be extended three times for a total of two years. If there is an objective reason, a time limit beyond this is also permissible. The law lists objective reasons. The list is not exhaustive. According to Section 14 Paragraph 1 TzBfG, the objective reason is: <\/p>\n