Written health and safety policy and disciplinary and appeal policy are mandatory. This last point must be made in the employment contract. They are defined by sectoral collective agreements and range from 3 months to one year, depending on the occupational category to which the employee belongs. They may be extended once for the same period if the employer feels that the trial period is not clear. Specific requirements for written employment contracts for certain clauses (e.g. B, trial period, non-competition and termination clause) and specific contracts (. B, for example, fixed-term contracts, part-time work and home work). Employment contracts do not require the agreement of a third party, but changes to employment contracts and/or redundancies may require notification and/or authorisation from the relevant union. This is not a prerequisite for a written formal employment contract, although employers generally enter into written employment contracts. Some state-specific S-E laws require employers to cover certain conditions of employment, such as wages, denominations and working hours. Recent changes to employers rarely terminate employment contracts “for reasons” within the meaning of the contract. Much more often, they end their relationship because of ordinary human differences and trade disagreements.

Traditionally, an employee dismissed for other reasons receives the full value of the contract, i.e. the payment of his fixed and variable benefits, plus benefits or their value for the total duration of the contract that has not expired. The employment contract must be registered with the LMRA to obtain the worker`s work permit and residence visa. In fact, all contractual changes must be notified to the LMRA and amended on the copy of the contract of employment filed. Eligible and fairly frequent; but no more than 3 months for employees. In Roman law, the corresponding dichotomy was that between locatio conductio operarum (employment contract) and locatio conductio operis (service contract). [3] [4] As a general rule, the law does not require that an employment contract be established in writing, as long as it believes that the employment relationship can be proven by any means. However, part-time and apprenticeship contracts must be concluded in writing. The employer is required to maintain a gender equality policy, including the wage survey, and a non-discrimination policy when more than 30 workers are employed regularly. Equality policy should include a “wage survey” detailing the employment of women and men in different occupations and a classification of jobs held by women and men, the remuneration of these jobs and pay gaps. The directive must be updated every two years and made available to workers.

In addition, the Law on Cooperation in Enterprises requires the employer to have specific plans, such as. B a training plan, as required by law.