The subject of the analyses are the latest changes in the Labour Code relating to fixed term employment contracts. The most important change is the limitation of the period of employment of the employee with the employer on the basis of a fixed term employment contract, a total of 33 months and three contracts. This regulation may be less effective due to its non-applicability, if justified by "objective reasons" concerning the employer. A positive change for employees is an equal period of notice for both fixed and permanent employment contracts. In contrast, the progressive destabilization of the temporary employment, due to the possibility of the termination of any fixed term employment contract, should be assessed negatively. The amendment to the Labour Code has not had an impact on the identity of a fixed term employment contract, which is established by a lack of the employer’s obligation to justify the termination of such contract.

The subject of the analyses are the latest changes in the Labour Code relating to fixed term employment contracts. The most important change is the limitation of the period of employment of the employee with the employer on the basis of a fixed term employment contract, a total of 33 months and three contracts. This regulation may be less effective due to its non-applicability, if justified by "objective reasons" concerning the employer. A positive change for employees is an equal period of notice for both fixed and permanent employment contracts. In contrast, the progressive destabilization of the temporary employment, due to the possibility of the termination of any fixed term employment contract, should be assessed negatively. The amendment to the Labour Code has not had an impact on the identity of a fixed term employment contract, which is established by a lack of the employer’s obligation to justify the termination of such contract.