Such an obligation stems from a draft amendment to the Labour Code. This is a revolutionary change, almost equating a fixed-term contract with an indefinite-term contract. It imposes additional responsibilities on HR departments and managers. 

The reason for termination, as with an indefinite-term contract, will have to be true, specific, actual and justified. It will be subject to judicial review. 

The intention to terminate a fixed-term contract of an employee subject to trade union protection will have to be consulted with the trade union. Currently, there is no such obligation.

The amendment will apply to fixed-term contracts that are in force when the new regulations take effect. 

Find more in the PRO HR December 2022.