Working in Europe – Labour Law aspects | Infographic

* A contract concluded after the maximum times of renewal will be automatically a contract for an indefinite period.
** HU – The duration of a fixed-term employment relationship may not exceed five years, including the duration of an extended relationship and that of another fixed-term employment relationship concluded within six months of the termination of the previous fixed-term employment relationship.  A fixed-term employment relationship may be extended, or another fixed-term employment relationship may be concluded within six months from the time of termination of the previous one upon the employer’s legitimate interests. If the fixed-term employment relationship is extended or another fixed-term employment relationship is established within six months from the time of termination of the previous one and employment is provided in the same or similar position, no probationary period may be stipulated.
*** PL – 2 years and 9 months pertains to the total duration of subsequent contracts.
**** RO – A maximum of three successive fixed-term employment contracts may be concluded between the same parties. Successive contracts are those concluded within 3 months of the end of the fixed-term contract and may not last for more than 12 months each. As a result, the legal maximum duration of fixed-term contracts concluded between the same parties can be 60 months. This is the total of the duration of the first contract of 36 months plus 12 months for each of the two successive 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. During the probation period, the employer may not terminate an employment relationship within the first 14 calendar days of an employee’s temporary incapacity for work (quarantine).
** 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 as a special employment contract for the trial period, which is concluded for a period not exceeding 3 months. With the reservation that it is concluded for 1 month – in the case of the intention to conclude an employment contract for a fixed period of fewer than 6 months,  and for 2 months – in the case of the intention to conclude an employment contract for a definite period of at least 6 months and less than 12 months. The parties may agree that the contract is extended by the time of leave, as well as by the time of other justified absence of the employee.
**** 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.
***** UK – The duration of the probation period is at the company’s discretion, but usually lasts 3-6 months.

–  mos. – Months

* The exact conditions under which overtime can be performed, as well as the exact periods (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.
***** RO – The rule is that the legal maximum working time cannot exceed 48 hours/week, including overtime. By exception, however, working time may be extended beyond 48 hours/week, provided that the average working hours, calculated over a reference period of 4 calendar months, do not exceed 48 hours per week, and that for certain sectors of activity, units or professions laid down in the applicable collective agreement, reference periods longer than 4 months but not exceeding 6 months may be negotiated.
****** 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 26 days if an employee has been employed for at least 10 years; 5 days/year/care for a family member for medical reasons, 2 days/year/care for a child,  2 days/year/force majeure
*** 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 the UK government, along with Statutory Sick Pay (SSP) for up to 28 weeks.