English · Deutsch – Befristete Arbeitsverträge
A fixed term must fit a lawful statutory route. Objective reasons include qualifying temporary need or replacement arrangements. The ordinary no-objective-reason route is generally limited to two years and up to three extensions, with important exceptions and restrictions.
What needs checking
Review previous employment with the same employer, applicable collective rules and the actual basis for the term. The fixed-term agreement is subject to written-form requirements; any electronic route needs a legally valid signature analysis.
Practical next steps
Sign correctly before work begins and diary the end date. A challenge to the fixed term normally has to be filed within three weeks after the agreed end. An invalid term can result in an indefinite employment relationship.
Prepare for the review
Send the relevant contract or policy, a short chronology, the correspondence and any document showing a deadline. Explain the outcome you need and any steps already taken.
Read the full topic guide and legal sources · All services
Updated: 8 November 2026.
Further practical examples
Illustrative scenarios; these are not reports of client matters or promised outcomes.
Scenario 1
A new employee starts before both parties sign. Validity of the fixed term and consequences require review.
Scenario 2
The replaced employee returns early. The contract type and agreed ending event are examined.
Scenario 3
A former employee is offered a no-objective-reason fixed term. Prior employment and possible exceptions are checked first.