Termination of Fixed-Term Employment Agreements

A fixed-term employment agreement terminates without notice at the end of the fixed term or on completion of the agreed work. No notice is required. If the termination date is known only to the employer, the employer must notify the employee about the date without delay after receiving the information.

The employer and the employee can terminate a fixed-term employment agreement unilaterally in the middle of the contract period, usually only by terminating the agreement on the grounds for termination. For further information see [Cancellation Based on Grounds Related to the Employee’s Person]⁠ or [Termination of an Employment Relationship at the Employee’s Initiative].⁠

A fixed-term employment agreement cannot usually be terminated unless the possibility of termination has been agreed upon when entering into the agreement. [Hybrid Employment Agreements]⁠. Also the employee cannot terminate a fixed-term agreement without a separate agreement with the employer.

When a fixed-term employment agreement is concluded for a period of more than five years, it may be terminated after five years by notice in the same way as an employment agreement of indefinite duration. The term agreed upon is still valid, but in addition the agreement becomes possible to terminate after five years. The employee does not need any grounds for termination, but the employer can terminate the agreement on the same grounds and in the same way as an employment agreement of indefinite duration. For further information see  [Production-Related or Financial and Re-Organizing Related Grounds as Termination Grounds]⁠, [Termination Grounds Related to the Employee]⁠, [Termination Procedure],⁠ and [General Notice Periods].⁠