b) Temporary, temporary, seasonal (CLL Section 109/1). A fixed-term contract may be entered into for a fixed period of time or for the duration of certain work, but not more than five years. Section 113/1 of LLC stipulates that a fixed-term employment contract is an employment contract for up to two months. Section 112/1 of the LLC defines a seasonal employment contract for the performance of seasonal work. Seasonal work is such work which, due to natural and climatic conditions, is not carried out throughout the year, but during certain periods (seasons) beyond eight months (over a period of twelve consecutive months) and is included in the list of types of seasonal work. (a) Non-permanents (Article 108/2 of the LLC) are generally an employment contract that is entered into for an indeterminate period. Under the Lithuanian LLC, an employment contract is considered to be entered into if the parties have agreed to the terms of an employment contract. Section 95 of LLC defines the application of these conditions of an employment contract. These conditions defined in the article can be subdivided into essential, mandatory and other sections (see table below): Each employment contract has “implicit” terms and conditions for employees and employers, including: you cannot do so, but you and your employees have a contract between them. An employment contract sets out the terms of employment and can cover everything from the duration of a contract to pay and increases, through all the benefits and restrictions that accompany a given job.
Employment contracts are not always written, but they do exist. All workers, regardless of the number of hours they work per week, are entitled to a written statement from their employer within 2 months of the start of work. The declaration should describe the main conditions of the employment contract. However, some employers and workers enter into a formal employment contract. This is often done with senior executives, such as senior managers and company executives, but can also be useful to employers if they wish to set certain terms of employment that would not necessarily be covered by the general understanding of an unspoken contract. On the other hand, workers may prefer a written contract if they want to set certain terms of employment. Under Turkish law, the employment contract is not subject to a formality obligation, unless otherwise. The Turkish TLC stresses that there is no formality requirement for the conclusion of an employment contract. This means that an employment contract can even be concluded orally without signing a contract. It is important to be aware of a third type of legal agreement, something like a hybrid between an oral and written contract.