Substantial changes in employment agreements for limited time
Substantial changes in employment agreements for limited time – greater stability of employment
On 13 March 2014 the case law judgments of the Court of Justice of the UE (REF. C-38/13) was issued declaring that the two week period of notice, which is entitled to employed on a limited time, discriminate them against those who work under unlimited time contracts. The latter – depending on the experience – even three month of period of notice is entitled.
This sentence means that in practice, the need to grant persons working on a limited time powers entitled nowadays only to those who are employed in unlimited time agreement (legal changes are about to go into this direction), that is, first of all introduce a need to justify the termination of their agreements and counsel it with trade unions. Such a change will eliminate the current inequality of treatment of temporary employed who may be terminated almost at any time and the better ones - working for indefinite time, where work is more stable.
In accordance with this judgment the amendments to the labour code are essential, which are to be proposed in the near future.
If the above changes will be implemented in the described shape then this judgment will have far-reaching consequences – it is likely to sustain or increase for departing from employment agreements to civil law ones and considering that Poland is a leader in the EU in a number of such contracts, it may be perceptible change and result in the marginalization of these contracts. It must be noticed however, that such a change cannot rely on a simple change in the type of contract.