An employee carries out his work for an employer on the basis of an employment contract. Employer and employee can define their employment relationship in many different ways. Will the employee be employed on a permanent basis or is there a temporary contract? Does the employee work a fixed number of hours per week, on an on-call basis or is there a combination of these?
There are many options in terms of employment conditions. This does not only concern permanent or flexible employment contracts, but also matters such as continued payment in the event of illness, vacation days, probationary periods, non-competition and non-solicitation clauses, bonus schemes, contractual severance pay, etc. It is important to take into account the legal frameworks, the sector in which the employer operates and the specific interests of employer and employee. Many employers are bound by a specific collective labor agreement (CLA) and by participating in an industry-wide pension fund (BPF).
The drafting of employment contracts is therefore customized work. The same applies to changing employment conditions.