What are Definite and Indefinite Term Employment Contracts?
Pursuant to Article 11 of the Labor Law;
If the employment relationship is not based on a specific duration, the contract is considered to be for an indefinite period. An employment contract made in writing between the employer and the employee for specific jobs or based on objective conditions such as the completion of a specific task or the occurrence of a specific event is a fixed-term employment contract. A fixed-term employment contract cannot be concluded consecutively more than once unless there is a substantial reason. Otherwise, the employment contract is considered to be for an indefinite period from the beginning. Consecutive employment contracts based on a substantial reason retain their fixed-term nature.
If the employment relationship is not based on a specific duration, the contract is considered to be for an indefinite period. An employment contract made in writing between the employer and the employee for specific jobs or based on objective conditions such as the completion of a specific task or the occurrence of a specific event is a fixed-term employment contract. A fixed-term employment contract cannot be concluded consecutively more than once unless there is a substantial reason. Otherwise, the employment contract is considered to be for an indefinite period from the beginning. Consecutive employment contracts based on a substantial reason retain their fixed-term nature.