Working in Europe – Labour Law aspects | Infographic

* A contract concluded after the maximum times of renewal will be automatically a contract for indefinite period of time.
** HU – The extension of a fixed-term employment relationship or its re-establishment within six months after the termination of the fixed-term employment relationship is possible only if the employer has a legitimate interest.
*** PL – 2 years and 9 months pertains to a total duration of subsequent contracts.
**** UK – After 4 or more years on a fixed-term contract, the employee becomes a permanent employee, unless the employer has a valid business reason not to do so.

* CZ – A probationary period may not be longer than one half of the agreed duration of the employment relationship and must be agreed in writing on the day of work commencement at the latest.
** HU – The parties may stipulate in the employment contract a probationary period up to 3 months from the beginning of the employment relationship. If a shorter probationary period is stipulated, the parties may extend the probationary period – only once. The probationary period, even if extended, shall not exceed three months.
*** PL – In Poland it is concluded a special employment agreement for the trial period.
**** RO – Trial/probationary periods for short term contracts may be agreed upon separately, based on contract length, as defined by law. There are also exceptions: the probation period is established depending on the category of employee, type of employment contract etc. For example, disabled employees have at least 45 working days; fixed-term contracts have a different probation period depending on duration etc.
***** UA – The probation period for employment, unless otherwise stated by the legislation of Ukraine, for employees (work specialties) may not exceed 1 month, for others it may not exceed 3 months; and in some cases, in agreement with the relevant elected body of the primary trade union, 6 months.
****** UK – The duration of the probation period is at company discretion, but usually lasts 3-6 months.

–  mos. – Months

* The exact conditions under which overtime can be performed, as well as the exact periods of time (per week, month or year) are specified in detail in all local legislation.
** CZ – Overtime can be increased up to 416 hours/year if agreed with the employee.
*** HU – Overtime can be increased up to 400 hours/year.
**** PL – Overtime can be increased to 416 hours/year.
***** SK – Overtime can be increased up to 400 hours/year (employee consent needed).

* CZ – Employees are entitled to 4 weeks of vacation in a calendar year. The law defines the entitlement to additional leave for certain demanding professions (in the length of the specified weekly working hours).
** PL – 20 days – if an employee has been employed for less than 10 years, or to 26 days if an employee has been employed for at least 10 years; 2 days/year/child  for parents. It is planned to change the regulations, then an employee will be entitled to 26 days of vacation leave regardless of the length of service (the date of changing the regulations in this regard is unknown).
*** RO – The law defines the entitlement to additional leave for certain categories of employees (e.g. employees working in difficult/harmful conditions, disabled employees, young people under the age of 18 etc.).
**** SK – 25 working days for employees who are 33 years old or older, or employees who are permanently taking care of a child.
***** UK – If entitled Statutory Maternity Pay (SMP) is paid for up to 39 weeks by UK government, along with Statutory Sick Pay (SSP) for up to 28 weeks.