In drawing up an employment agreement, many issues come into play. For example, special restrictive provisions may have to be included in the contract, and it is important to determine what type of employment agreement best matches the relationship between the employer and the employee.


Broadly speaking, an employment agreement can be entered into for a fixed term or for an unspecified period of time. With an agreement for an unspecified period of time, no provisions are laid down concerning the term of the agreement. The ‘fixed-term’ can be identified in a range of time units (weeks, months or years). On the other hand, a fixed-term agreement may come to an end following completion of a specific project, at the end of a season or when there is no longer any need for a replacement (for example in the case of maternity leave).


Employers are increasingly on the lookout for more flexible contracts of employment. There are a range of possibilities including on-call agreements, minimum-maximum contracts and zero-hours contracts. Flexible employment agreements are (sometimes) subject to non-standard conditions, making it all the more important to keep a close eye on the rules of play.

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