Employment Contract According to Labor Law
Continuous and Discontinuous Employment Contract
One of the fundamental building blocks of Labor Law is the employment contract. An individual acquires the status of an employee only with the existence of an employment contract, while a natural or legal person acquires the status of an employer. With the employment contract, it can be said that there is a real employment relationship between the employee and the employer. The employment contract is essentially within the scope of contract law. It gives significant status to the employee, who is the person that will personally perform the work for the employer. This contract binds both parties. The employee is obligated to perform the work for their employer. The employer is obligated to provide compensation for the employee's labor. The employment contract is dynamic. That is, it is a continuous contract that ensures the employee's work continues without interruption. You can learn about your work and employee rights through .
Fixed-Term and Indefinite-Term Employment Contract
There is only one point of distinction between a continuous employment contract and a discontinuous employment contract, and that is whether the work for which the contract is made is continuous or not. If a job is to be carried out discontinuously, a discontinuous employment contract is made. All other employment contracts fall under the scope of continuous employment contracts. When making an employment contract, the parties to the contract can arrange it to serve their needs, provided that the boundaries set by the Labor Law are respected. If the parties signing the contract explicitly or implicitly state that their employment contracts will be valid only for a certain period, this is a fixed-term employment contract. A contract without such a statement is called an indefinite-term employment contract. If no duration is mentioned in any employment contract, those contracts are considered indefinite-term employment contracts. An employment contract cannot be converted into a fixed-term contract merely by including a duration or end date. Fixed-term employment contracts are made for entirely objective reasons.
