Määräaikaistaminen

Määräaikaistaminen, often translated as fixed-term employment or temporary employment, refers to an employment relationship with a predetermined end date. This contrasts with permanent employment, where there is no specified end to the contract. The duration of a fixed-term contract can vary from a few days to several years.

In many jurisdictions, there are regulations governing the use of fixed-term contracts to prevent their abuse and ensure fair treatment of employees. These regulations may limit the number of consecutive fixed-term contracts or the maximum duration of such contracts, after which an employee may be entitled to permanent employment. The purpose of these limitations is to protect workers from precarious employment situations and to ensure that fixed-term contracts are used for genuine temporary needs.

Reasons for employing individuals on a fixed-term basis can include covering for parental leave, seasonal work, specific projects with a defined scope, or the initial period of a new business venture. Employers often use fixed-term contracts to manage workforce flexibility, allowing them to adjust staffing levels more easily in response to changing business demands. However, from an employee's perspective, fixed-term contracts can offer less job security and may impact access to certain benefits or career progression opportunities compared to permanent roles. The legal framework surrounding määräaikaistaminen aims to strike a balance between the flexibility needs of employers and the security and rights of employees.