Termination of Fixed Term Employment Agreements

A fixed term employment agreement terminates without notice when the specified term ends or when the agreed upon job is completed. 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 only terminate the employment agreement during its term unilaterally through a cancellation based on the cancellation grounds provided by law. For further information see [2.8.8.3 Cancellation Based on Grounds Related to the Employee’s Person] or [2.8.11 Termination of an Employment Relationship at the Employee’s Initiative]

As a general rule, it is impossible to terminate a fixed term employment agreement, unless the parties have agreed otherwise upon entering into the agreement [2.2.2.4 Hybrid Employment Agreements]. Also the employee cannot terminate a fixed term agreement without a separate agreement between him/her and the employer.

When a fixed term employment agreement is entered into for more than a 5 year term, it is possible to after 5 years terminate the agreement by using the notice periods applied to agreements valid until further notice. The term agreed upon is still valid, but the agreement becomes possible to terminate after five years. The employee does not need any termination grounds, but the employer requires the same grounds and proceedings as regarding agreements valid until further notice. For further information see [2.8.5.1 Production-Related or Financial and Re-Organizing Related Grounds as Termination Grounds], [2.8.8 Termination Grounds Related to the Employee][2.8.12 Termination Procedure], and [2.8.13 General Notice Periods].[2.8.12 Termination Procedure][2.8.13 General Notice Periods].[2.8.13 General Notice Periods]