At Easy Advisor Tech, we bring you all the updates you need to know about the new contracts applied for 2022. Although these new contracts were announced for 2022, they didn't come into effect until the end of March. It is important for employers to understand the new group of contracts that have been introduced, and we bring all the information here:
The most important changes in contracts are related to permanent contracts, training contracts, and temporary contracts.
Permanent Contracts: The goal of the labor reform is to establish the permanent contract as the standard contract, with other contracts ultimately aimed at being converted into a permanent one.
Changes in contracting:
- The contract for works and services completely disappears, and in case the work ends, a redeployment proposal must be made.
- Every redeployment proposal must be in writing, attached to the new employment contract.
- There will be a 15-day notice period before notifying the worker of the acceptance of the new position.
Training Contracts: Their main goal is to provide employment opportunities to people who are studying or have completed their studies.
- This type of contract will have a minimum duration of 3 months, with a maximum period of 2 years.
- The remuneration will be predetermined by the applicable agreement.
- A key benefit of this contract is its contribution rate: approximately 144 €/month, fully refundable. This is an ideal contract for integrating future talent into the company.
Temporary Contracts:The possibility of entering into contracts for specific works or services is eliminated, a contractual modality strongly questioned by both national and European jurisprudence.
For this type of contract, the following characteristics should be specified:
- Enabling cause
- Circumstances that justify the use of this type of contract
- Specific start and end dates must be clearly stated
We hope this summary of the new labor reforms is helpful. For more information, you can contact us through our labor advisory services here: https://bit.ly/3NSgs2a
