{"id":7530,"date":"2023-08-07T16:06:47","date_gmt":"2023-08-07T14:06:47","guid":{"rendered":"https:\/\/smart-arbeitsrecht.de\/?page_id=7530"},"modified":"2026-01-20T12:55:41","modified_gmt":"2026-01-20T11:55:41","slug":"befristeter-arbeitsvertrag","status":"publish","type":"page","link":"https:\/\/smart-arbeitsrecht.de\/en\/befristeter-arbeitsvertrag\/","title":{"rendered":"Fixed-term employment contract"},"content":{"rendered":"<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/08\/Befristeter_Arbeitsvertrag-1024x512.jpg\" alt=\"Alle Informationen zum befristeten Arbeitsvertrag.\" class=\"wp-image-7550\" title=\"All information about fixed-term employment contracts.\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/08\/Befristeter_Arbeitsvertrag-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/08\/Befristeter_Arbeitsvertrag-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/08\/Befristeter_Arbeitsvertrag-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/08\/Befristeter_Arbeitsvertrag-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/08\/Befristeter_Arbeitsvertrag-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><figcaption class=\"wp-element-caption\">Fixed-term employment contract \u2013 all relevant information<\/figcaption><\/figure>\n\n\n\n<p>&quot;Unfortunately, we can no longer extend your current employment relationship.&quot; That&#039;s precisely what temporary employees don&#039;t want to hear. What they want instead: a permanent contract with a longer-term perspective. But this news doesn&#039;t automatically mean that everything is legally lost. The question is whether the <strong>fixed-term employment contract invalid<\/strong> And whether it might not be worthwhile to <strong>Permanent employment lawsuit<\/strong> to appeal against the limitation.<\/p>\n\n\n\n<p>Should the fixed-term contract prove to be ineffective, employees could still reach the safe shore \u2013 <strong>permanent employment<\/strong> \u2013 reach. Or they speculate on a <strong>severance pay<\/strong> \u2013 depending on your interests. In this informative guide, we will show you<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>what limitations there are in employment relationships,<\/li>\n\n\n\n<li>the conditions governing the limitation of employment contracts,<\/li>\n\n\n\n<li>what typical reasons for invalidity there are for fixed-term contracts and<\/li>\n\n\n\n<li>how you can assert your claims in the event of an invalid fixed-term contract.<\/li>\n<\/ul>\n\n\n\n<p>Our goal is to provide you with a brief and concise overview of <strong>legal basis<\/strong> to convey and give you your <strong>Options for action<\/strong> After reading this article, you should be able to decide what to do if the fixed-term nature of your employment contract is invalid. As employment lawyers, we are experts in employment contracts, <a href=\"https:\/\/smart-arbeitsrecht.de\/en\/anwalt-abmahnung-arbeitsrecht\/\">Warnings<\/a> or terminations. Feel free to contact us directly if you need help.<\/p>\n\n\n\n<div class=\"cta-1\">\n  <h3>Do you need a <span class=\"orange-accent\">competent advice on your fixed-term contract<\/span> and your options?<\/h3>\n\n  <p><strong>Many fixed-term contracts are legally vulnerable \u2013 we will examine your chances.<\/strong><\/p>\n  <p><em>Attorneys Raphael Lugowski and Hamza G\u00fclbas will clarify for you whether your fixed-term contract is valid \u2013 and what options are available to you to secure your job or obtain a permanent contract.<\/em><\/p>\n\n  <div class=\"buttons-block flex flex-wrap justify-center mt-12\">\n    <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"tel:+4940524717830\">\n      <i class=\"fa fa-phone mr-2\"><\/i> Call now\n    <\/a>\n    <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"\/en\/kontakt\/\">\n      <i class=\"fa fa-envelope mr-2\"><\/i> Free initial assessment\n    <\/a>\n  <\/div>\n<\/div>\n\n\n\n<div style=\"height:32px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"toc\">\n<h3>Table of contents<\/h3>\n<ol>\n<li><a href=\"#arten_befristungen\">General \u2013 Types of fixed-term contracts<\/a><\/li>\n<li><a href=\"#schriftform_befristungen\">General requirements for fixed-term contracts \u2013 written form<\/a><\/li>\n<li><a href=\"#befristung_mit_sachgrund\">Fixed-term contract with objective reason<\/a><\/li>\n<li><a href=\"#befristung_unwirksamkeitsgr\u00fcnde\">Fixed-term employment relationship: Typical reasons for invalidity<\/a><\/li>\n<li><a href=\"#befristung_unwirksam_rechtsfolgen\">Invalid fixed-term employment contract \u2013 legal consequences<\/a><\/li>\n<li><a href=\"#unwirksame_befristung_optionen\">Fixed-term employment contract invalid \u2013 your options<\/a><\/li>\n<li><a href=\"#entfristungsklage\">Action for permanent termination in the event of an invalid fixed-term contract<\/a><\/li>\n<li><a href=\"#faq\">FAQs \u2013 Frequently Asked Questions<\/a><\/li>\n<\/ol>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"arten_befristungen\">General \u2013 Types of fixed-term employment contracts<\/h2>\n\n\n\n<p>The legislature wants permanent employment to be the rule. However, it recognizes that there may be legitimate business interests for fixed-term employment. Accordingly, the legislature has not completely prohibited fixed-term contracts in the Part-Time and Fixed-Term Employment Act (TzBfG). However, it has <strong>Requirements<\/strong> created which must be fulfilled for a fixed-term contract to be effective.<\/p>\n\n\n\n<p>A characteristic of a fixed-term employment contract is that it ends without the employer having to give notice of termination or conclude a termination agreement.<\/p>\n\n\n\n<div class=\"gradient-border red-gradient p-4 mb-3\"><em>Note: This means that employers do not need a reason to terminate the employment relationship. This makes fixed-term contracts particularly attractive from the employer&#039;s perspective, as the Dismissal Protection Act is not relevant. Furthermore, the works council, for example, does not need to be consulted.<\/em><\/div>\n\n\n\n<p>Fundamentally, the Part-Time and Fixed-Term Employment Act distinguishes <strong>two types of fixed-term contracts<\/strong>:<\/p>\n\n\n\n<p><strong>(1) Purpose limitation:<\/strong> The employment relationship ends when the respective fixed-term purpose is fulfilled. Example: An employee returns from parental leave.<\/p>\n\n\n\n<p><strong>(2) Time limitation:<\/strong> The employment relationship ends upon expiration of the term for which it was entered into. Example: The employment relationship begins on January 1, 2023, and ends on December 31, 2023, without the need for notice of termination.<\/p>\n\n\n\n<p>Both fixed-term and temporary employment contracts are subject to legal requirements. If the employer does not comply with these, he risks the <strong>Limitation invalid<\/strong> This would lead to a permanent employment relationship. When it comes to the question of whether a fixed-term contract is legally permissible, a fundamental distinction is made between<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Fixed-term contract with objective reason<\/li>\n\n\n\n<li>Fixed-term contract without objective reason.<\/li>\n<\/ul>\n\n\n\n<p>Below we will inform you about the a<strong>general requirements<\/strong> to an effective limitation before we address the specific requirements.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"schriftform_befristungen\">General requirements for fixed-term employment contracts \u2013 written form<\/h2>\n\n\n\n<p>Any limitation requires the <strong>written form<\/strong>This follows from <a href=\"https:\/\/www.gesetze-im-internet.de\/tzbfg\/__14.html\" target=\"_blank\" rel=\"noreferrer noopener\">Section 14 para. 4 TzBfG<\/a>The written form means that the requirements of the <a href=\"https:\/\/www.gesetze-im-internet.de\/bgb\/__126.html\" target=\"_blank\" rel=\"noreferrer noopener\">\u00a7 126 German Civil Code<\/a> must be fulfilled. This means that the employer must draw up a deed for the fixed-term employment and fix the fixed-term employment therein. This deed must then be signed by the employer and the employer in person. <strong>signed<\/strong> become.<\/p>\n\n\n\n<p>The written form has a different connecting factor in the case of a time limitation and a purpose limitation:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Time limit:<\/strong> In this case, the written form must refer to the duration of the fixed-term contract. However, it is not necessary to state the reason for the fixed-term contract.<\/li>\n\n\n\n<li><strong>Purpose limitation: <\/strong>In the case of a fixed-term contract, however, the written form must clearly state the purpose. The duration of the fixed term must be clearly determinable.<\/li>\n<\/ul>\n\n\n\n<p>The written form is a <strong>essential prerequisite <\/strong>for a valid fixed-term contract. Any errors here will render the fixed-term contract invalid. This has disastrous consequences for the employer, as a permanent employment relationship will then be created by operation of law.<\/p>\n\n\n\n<p>Employers usually comply with the written requirement in <strong>employment contract<\/strong>. This is because the fixed-term nature of the employment is normally recorded directly in the employment contract, which is signed by both the employer and the employee.<\/p>\n\n\n\n<div class=\"wp-block-columns cta-2 is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:40%\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"779\" height=\"605\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte.webp\" alt=\"\" class=\"wp-image-9489\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte.webp 779w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte-300x233.webp 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte-768x596.webp 768w\" sizes=\"auto, (max-width: 779px) 100vw, 779px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:50%\">\n<p class=\"has-text-align-left has-medium-font-size\"><strong>Your contact for chain fixed-term contracts<\/strong><\/p>\n\n\n\n<p>More than nine extensions or a fixed-term contract of more than six years? We&#039;ll review your options for a permanent contract \u2013 quickly, clearly, and without obligation.<\/p>\n\n\n\n<div class=\"buttons-block flex flex-wrap justify-center mt-12\"> <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"tel:+4940524717830\"> <i class=\"fa fa-phone mr-2\"><\/i> Call now <\/a> <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"\/en\/kontakt\/\"> <i class=\"fa fa-envelope mr-2\"><\/i> Free initial assessment<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"befristung_mit_sachgrund\">Fixed-term employment contract with objective reason<\/h2>\n\n\n\n<p>The <strong>Fixed-term contract with objective reason <\/strong>is a form of fixed-term employment available to employers. As the name suggests, a fixed-term contract is possible if there is an objective reason for it. Some <strong>objective reasons<\/strong> are mentioned as examples in Section 14 Paragraph 1 Sentence 2 of the TzBfG, which are:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Only temporary operational need for work performance<\/li>\n\n\n\n<li>Fixed-term employment takes place after training or studies and facilitates the transition to subsequent employment<\/li>\n\n\n\n<li>Temporary employment to represent another employee<\/li>\n\n\n\n<li>The nature of the work justifies a fixed-term contract<\/li>\n\n\n\n<li>The fixed-term contract serves to test an employee<\/li>\n\n\n\n<li>Reasons relating to the employee\u2019s person justify the fixed-term contract<\/li>\n\n\n\n<li>The fixed term is stipulated by budgetary law and the employee is employed accordingly<\/li>\n\n\n\n<li>The limitation is based on a court settlement<\/li>\n<\/ul>\n\n\n\n<p>Other objective reasons for a fixed-term contract are certainly possible. For example, employees could <strong>training or further education purposes<\/strong> However, these reasons must be weighed against the explicitly stated factual reasons. <strong>equivalent<\/strong> The employer must demonstrate a legitimate interest in choosing a fixed-term employment contract instead of a permanent one.<\/p>\n\n\n\n<p><a href=\"https:\/\/www.bundesarbeitsgericht.de\/entscheidung\/7-azr-398-18\/?highlight=7+AZR+398%2F18\" target=\"_blank\" rel=\"noreferrer noopener\">Federal Labor Court, judgment of 17 June 2020 \u2013 7 AZR 398\/18<\/a><\/p>\n\n\n\n<p>However, the employer is not required to state the objective reason in the employment contract. This is not a prerequisite for the validity of the contract.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Abuse of law in the fixed-term employment for objective reasons<\/h3>\n\n\n\n<p>Especially in the context of fixed-term contracts with objective reasons, the issue of <strong>institutional abuse of law<\/strong> plays a major role. Employers sometimes abuse the law on fixed-term contracts based on objective reasons. They impose fixed-term employment contracts with employees multiple times, sometimes for many years.<\/p>\n\n\n\n<p>The repeated and long-term limitation of employment contracts with objective reasons is not per se an abuse of law and ineffective. Provided the employer can demonstrate an objective reason in each individual case. Case law examines the fixed-term contracts for abuse of law if certain <strong>Thresholds<\/strong> be exceeded. She has a <strong>\u201cTraffic light system\u201d<\/strong>, which it draws on.<\/p>\n\n\n\n<p><a href=\"https:\/\/www.bundesarbeitsgericht.de\/entscheidung\/7-azr-135-15\/?highlight=7+AZR+135%2F15\" target=\"_blank\" rel=\"noreferrer noopener\">Federal Labor Court, judgment of 26 October 2016 \u2013 7 AZR 135\/15<\/a><\/p>\n\n\n\n<p>If the employer <strong>extended more than nine times<\/strong> and the fixed-term employment relationship <strong>more than six years<\/strong> This may be an indication of institutional abuse of law. In such cases, employers must state that there was always a factual reason and that the representation was not based on a <strong>constant need for labor<\/strong> was based.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"befristung_ohne_sachgrund\">Fixed-term employment contract without objective reason<\/h2>\n\n\n\n<p>Then there is the fixed-term contract without objective reason.While the fixed-term contract with objective reason is valid until<strong> Limits of abuse of law<\/strong> While this is possible, the requirements for fixed-term contracts without objective grounds are stricter. This applies to both the duration of the fixed-term contract and the number of extensions:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Fixed-term contracts without objective reasons are only permitted for a maximum period of two years.<\/li>\n\n\n\n<li>During this period, the employment relationship can be extended three times.<\/li>\n<\/ul>\n\n\n\n<p>After that, a fixed-term contract without objective reason is no longer legally permissible. However, it is certainly possible to switch to a fixed-term contract with objective reason, provided the conditions for such a contract are met.<\/p>\n\n\n\n<p>If the employer exceeds these limits, the fixed-term contract without objective reason is invalid. <strong>Legal consequence<\/strong> is that an indefinite employment relationship is established by law.<\/p>\n\n\n\n<p>Previously, the Federal Labor Court used a loophole that allowed employers to renew fixed-term contracts without objective grounds after three years. However, this ruling is outdated. If an employer has employed an employee on a fixed-term contract for two years, the limits of what is permissible have been exhausted. <\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Prohibition of previous employment in the case of fixed-term employment contracts without objective reasons<\/h3>\n\n\n\n<p>The following applies <strong>Prohibition of previous employment<\/strong>This means that, according to Section 14 (2) Sentence 2 of the TzBfG, a fixed-term contract without objective reason is no longer permissible if a fixed-term or permanent employment relationship with the same employer already existed previously.<\/p>\n\n\n\n<p>Only if previous employment occurred a long time ago, was of a completely different nature, or was only of very short duration, this may be assessed differently from a legal perspective. In such cases, compliance with Section 14 (2) Sentence 2 of the Part-Time and Contractual Employment Act (TzBfG) may be unreasonable for the parties to the employment contract due to the associated restriction on freedom of choice of occupation and contract.<\/p>\n\n\n\n<p><a href=\"https:\/\/www.bundesverfassungsgericht.de\/SharedDocs\/Entscheidungen\/DE\/2018\/06\/ls20180606_1bvl000714.html\" target=\"_blank\" rel=\"noreferrer noopener\">BVerfG, June 6, 2018 \u2013 1 BvL 7\/14<\/a><\/p>\n\n\n\n<p>The Federal Labor Court has ruled as follows:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The previous employment dates back a long time if 22 years have passed in the meantime (Federal Labor Court, judgment of 21 August 2019 \u2013 7 AZR 452\/17)<\/li>\n\n\n\n<li>An employment relationship was not of \u201cvery short\u201d duration if it lasted for six months (Federal Labor Court, judgment of 12 June 2019 \u2013 7 AZR 477\/17)<\/li>\n\n\n\n<li>In contrast, a six-week employment is of \u201cvery short\u201d duration if it is a minor part-time job during school, study or training (Federal Labor Court, 12 June 2019 \u2013 7 AZR 429\/17)<\/li>\n\n\n\n<li>A completely different type of employment relationship exists if the new job requires significantly different knowledge and qualifications (Federal Labor Court, judgment of September 16, 2020 \u2013 7 AZR 552\/19). A break in the employment history is required.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"befristung_unwirksamkeitsgr\u00fcnde\">Fixed-term employment relationship: Typical reasons for invalidity<\/h2>\n\n\n\n<p>When an employee comes to us with a fixed-term contract, we go to <strong>Troubleshooting<\/strong>Our service consists of examining whether the fixed-term contract is invalid. We then decide how to proceed. A fixed-term contract can be invalid for numerous reasons. We <strong>analyze<\/strong> Therefore, examine the employment contract documents very carefully in order to detect any errors.<\/p>\n\n\n\n<p>It turns out that employers repeatedly make mistakes that lead to the ineffectiveness of fixed-term contracts. <strong>Typical mistakes<\/strong>that we encounter here again and again are:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Written form not observed:<\/strong> It happens relatively rarely, but occasionally, that employers do not agree to the fixed-term contract in writing.<\/li>\n\n\n\n<li><strong>No objective reason: <\/strong>Sometimes employers grant fixed-term employment contracts even though there is no legally permissible objective reason. Or, quite often, the reason is merely a pretext that is not legally recognized.<\/li>\n\n\n\n<li><strong>Maximum duration exceeded:<\/strong> Employees may be contracted for a maximum of two years without objective reason. Some employers exceed this limit.<\/li>\n\n\n\n<li><strong>Too frequent extension: <\/strong>A three-time extension of the fixed-term contract without objective reason within two years is permissible. No more than that.<\/li>\n\n\n\n<li><strong>Violation of previous employment ban:<\/strong> If a fixed-term or permanent employment relationship previously existed with the employer, a further fixed-term contract without objective grounds is generally no longer possible.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Other possible errors made by employers regarding fixed-term contracts<\/h3>\n\n\n\n<p>These are errors that lead to the invalidity of the fixed-term contract. But they are by no means all errors that can ultimately lead to a permanent employment contract. Here are some examples: <strong>two more blunders<\/strong>which may prove costly for the employer:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Contract change upon extension: <\/strong>If the employer extends the fixed-term employment contract and at the same time changes the contractual terms (new working hours, higher salary, etc.), then he has a problem. <strong>Because:<\/strong> An extension is only possible with regard to the fixed-term nature of the contract. However, if the content of the fixed-term employment contract is also changed, this would no longer be an &quot;extension.&quot; Instead, it would constitute a new employment contract\u2014and thus a violation of the prohibition on prior employment.<\/li>\n\n\n\n<li><strong>Continued employment after the end of the fixed-term contract:<\/strong> The classic example: The employer continues to employ the employee after the fixed-term contract has expired. While there is no error in the fixed-term contract, the legal consequences are the same. A permanent employment relationship is created.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"befristung_unwirksam_rechtsfolgen\">Invalid fixed-term employment contract \u2013 legal consequences<\/h2>\n\n\n\n<p>We have seen that there are numerous potential sources of error for employers when it comes to fixed-term contracts. And many of them result in the fixed-term contract being invalid. But which <strong>Legal consequences<\/strong> What are the consequences of an invalid fixed-term contract? We&#039;ve already briefly touched on this.<\/p>\n\n\n\n<p>The invalidity of a fixed-term contract does not invalidate the entire fixed-term employment contract. The adverse legal consequence relates exclusively to the fixed-term agreement itself. The fixed-term contract itself is therefore invalid, which legally means:<\/p>\n\n\n\n<p><strong>This means that, by law, an indefinite employment relationship is deemed to have been established.<\/strong><\/p>\n\n\n\n<p>As already mentioned, the legislature intends permanent employment to be the norm. Accordingly, the labor law sanction in the event of an invalid fixed-term employment contract is automatically a permanent employment relationship with the employer.<\/p>\n\n\n\n<p>If a fixed-term contract is invalid, the law treats the employee as if the contract had not existed. You can do this in <a href=\"https:\/\/www.gesetze-im-internet.de\/tzbfg\/__16.html\" target=\"_blank\" rel=\"noreferrer noopener\">Section 16 sentence 1 TzBfG <\/a>read where exactly it is:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cIf the fixed-term contract is legally invalid, the fixed-term employment contract shall be deemed to have been concluded for an indefinite period.\u201d<\/p>\n<\/blockquote>\n\n\n\n<p>The same legal consequences apply if the employer continues to employ the employee after the end of the fixed-term contract without raising an objection. <a href=\"https:\/\/www.gesetze-im-internet.de\/tzbfg\/__15.html\" target=\"_blank\" rel=\"noreferrer noopener\">Section 15 (5) TzBfG<\/a>. <\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Termination of a permanent employment contract after an invalid fixed-term contract?<\/h3>\n\n\n\n<p>Now you might think about the following: The employer could then still terminate the permanent employment contract <strong>quit<\/strong>, since he does not want to continue employing the employee after the end of the fixed-term contract.<\/p>\n\n\n\n<p>This would be conceivable, but only if the employee has not <strong><a href=\"https:\/\/smart-arbeitsrecht.de\/en\/kuendigung-des-arbeitsvertrages-kuendigungsschutz\/#allgemeiner_k%C3%BCndigungsschutz\">Protection against dismissal<\/a><\/strong> If the employee has been with the company for more than six months and there are more than ten full-time employees in the company, then the <strong>Dismissal Protection Act<\/strong>The consequence: The employer needs a reason for termination (personal, operational, or behavioral) to terminate the now permanent employment relationship.<\/p>\n\n\n\n<p>However, such a reason will often not exist, so the employee is often in a comfortable legal position. More on this below.<\/p>\n\n\n\n<div class=\"cta-1\">\n  <h3>Check time limit &amp; <span class=\"orange-accent\">Secure severance pay<\/span><\/h3>\n\n  <p><strong>An invalid fixed-term contract can be your ticket to a permanent contract \u2013 or to a substantial severance payment.<\/strong><\/p>\n  <p><em>We analyze your employment relationship, uncover any errors in your fixed-term contracts, and negotiate the best possible solution for you \u2013 quickly, effectively, and nationwide.<\/em><\/p>\n\n  <div class=\"buttons-block flex flex-wrap justify-center mt-12\">\n    <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"tel:+4940524717830\">\n      <i class=\"fa fa-phone mr-2\"><\/i> Call now\n    <\/a>\n    <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"\/en\/kontakt\/\">\n      <i class=\"fa fa-envelope mr-2\"><\/i> Free initial assessment\n    <\/a>\n  <\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"unwirksame_befristung_optionen\">Fixed-term employment contract invalid \u2013 your options<\/h2>\n\n\n\n<p>If the fixed-term contract is invalid, you have a permanent employment relationship with the employer. You may also have protection against dismissal and socially unfair dismissals. This is excellent for you, but you then have to answer an important question for yourself: What exactly are your interests?<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Do you want to express yourself to your employer <strong>invoke your permanent employment contract<\/strong> and continue working there?<\/li>\n\n\n\n<li>Or are you not seriously interested in a permanent employment contract, but are speculating on a <a href=\"https:\/\/smart-arbeitsrecht.de\/en\/abfindung-bei-kuendigung-alles-was-du-wissen-musst\/\">financial compensation in the form of <strong>severance pay<\/strong><\/a>?<\/li>\n<\/ul>\n\n\n\n<p><strong>Just between us:<\/strong> Not all employees want to continue their employment relationship on a permanent basis. By offering a fixed-term contract, the employer has signaled that they do not intend to employ the employee permanently. Employees are therefore not exactly welcome. The ineffectiveness of the fixed-term contract may have already led to conflicts and tensions, leading to employees also not wanting to continue working.<\/p>\n\n\n\n<p>This may of course look different if it is a <strong>larger company<\/strong> so that the ineffective fixed-term contract is fought out on a factual level and has no impact on the work itself.<\/p>\n\n\n\n<p>However, in our experience, employees often have <strong>no increased interest<\/strong> on continuing the employment relationship. Then it&#039;s just a matter of legally turning the invalid fixed-term contract to their advantage. In other words, getting the highest possible severance payment. <\/p>\n\n\n\n<p><strong>But be careful:<\/strong> Employees don&#039;t have unlimited time for this. You&#039;ll learn why in the next section.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"entfristungsklage\">Action for permanent employment in the event of an invalid fixed-term employment contract<\/h2>\n\n\n\n<p>The most important thing for you comes last: If your fixed-term contract is invalid, that doesn&#039;t mean that the legal consequence is automatically the creation of a permanent employment relationship. In other words: While that is certainly the legal consequence, you must then also assert this permanent employment relationship.<\/p>\n\n\n\n<p>You do this by inserting a <strong>Permanent employment lawsuit<\/strong> according to <a href=\"https:\/\/www.gesetze-im-internet.de\/tzbfg\/__17.html\" target=\"_blank\" rel=\"noreferrer noopener\">Section 17 sentence 1 TzBfG<\/a>. According to the law, you are only allowed <strong>three weeks time <\/strong>after the expiration of the fixed-term contract. As with the deadline for filing a claim for unfair dismissal, there is also a deadline for filing a claim for permanent termination in the event of an invalid fixed-term contract.<\/p>\n\n\n\n<p>It&#039;s vitally important that you meet this deadline. If you miss it, you can no longer invoke the invalid time limit. That&#039;s it, legally speaking. Then even we can no longer help you.<\/p>\n\n\n\n<p><strong>Will the employment relationship continue after the end of the fixed-term contract<\/strong>, the three-week period begins with the employer&#039;s written declaration that the employment relationship has ended due to the fixed-term nature.<\/p>\n\n\n\n<div class=\"gradient-border red-gradient p-4 mb-3\"><em>Tip: You don&#039;t necessarily have to wait for the fixed-term contract to expire. You can also file a permanent termination suit after the fixed-term contract has been invalidated, even while the fixed-term contract is still in effect.<\/em><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"faq\">FAQs \u2013 Frequently Asked Questions about Fixed-Term Employment Contracts<\/h2>\n\n\n\n\n<div id=\"smart-column-block_01cd5479968c367ef4f3fd464a95cc70\" class=\"smart-column flex flex-col\">\n                                    <div class='mobile-even-row order-1 md:order-none' >\n                \n<div class=\"smart-container\" >\n    \n    <div class=\"flex flex-wrap\">\n        \n                                            <div class=\"w-full lg:w-full\">\n                    <div class=\"h-full\">\n                        <div class=\"h-full p-1\">\n                        \n<div class=\"mx-auto\">\n            <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                What is a fixed-term employment contract?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    A fixed-term employment contract ends automatically upon expiry of the agreed period or upon achievement of a specific purpose. Unlike a dismissal, no termination notice from the employer is required. The legal basis is found in labor law and the Part-Time and Fixed-Term Employment Act.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                What types of fixed-term contracts are there?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    The law distinguishes between fixed-term contracts and fixed-term contracts for a specific purpose. Both forms of fixed-term employment are subject to different requirements that employers must strictly adhere to.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                How long can an employment contract be limited without objective justification?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    A fixed-term contract without objective justification may not exceed two years and may be extended a maximum of three times within this period. Any further extension renders the fixed term invalid.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                When is an extension of a fixed-term employment contract invalid?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    An extension is only valid if only the contract duration is changed. If other terms of the contract are also altered, it is legally considered a new employment contract, not an extension, which makes the fixed-term clause contestable.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                What are some typical mistakes employers make when hiring employees on fixed-term contracts?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    Common errors include failing to comply with the written form requirement, exceeding the permissible duration, or incorrectly extending a fixed-term employment contract. Such errors often render the fixed-term contract invalid.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                What are the consequences of an invalid fixed-term contract for employees?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    If the fixed-term contract is invalid, the employment relationship is automatically considered permanent by law. The employee is therefore generally guaranteed a permanent job with protection against dismissal.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                What is a claim for permanent employment?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    In a claim for permanent employment, the employee argues that the fixed-term agreement is invalid. The claim must be filed within three weeks of the end of the fixed term; otherwise, the fixed term is considered valid.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                Can a fixed-term contract continue to exist even after it has expired?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    Yes. If the employee continues to work after the fixed-term contract ends, an open-ended employment relationship automatically arises. This applies regardless of whether the contract was previously extended.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                What role does the Part-Time and Fixed-Term Employment Act play?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    The Part-Time and Fixed-Term Employment Act regulates in detail the conditions under which fixed-term employment contracts are permissible. Violations of individual paragraphs of the Act regularly render the fixed-term contract invalid.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                When is a legal review of a fixed-term contract worthwhile?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    A review is always worthwhile if a fixed-term contract has been extended multiple times or has been in place for many years. Especially with complex employment contracts, legal issues can often be found.                <\/div>\n            <\/div>\n        <\/div>\n\n            <\/div>\n\n    <script type=\"application\/ld+json\">\n    {\n        \"@context\": \"https:\/\/schema.org\",\n        \"@type\": \"FAQPage\",\n        \"mainEntity\": [\n            {\n    \"@type\": \"Question\",\n    \"name\": \"Was ist ein befristeter Arbeitsvertrag?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Ein befristeter Arbeitsvertrag endet automatisch mit Ablauf der vereinbarten Zeit oder mit Erreichen eines bestimmten Zwecks. Anders als bei einer K\u00fcndigung bedarf es keiner Beendigungserkl\u00e4rung des Arbeitgebers. Die rechtlichen Grundlagen ergeben sich aus dem Arbeitsrecht und dem Teilzeit- und Befristungsgesetz.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche Arten von Befristungen gibt es?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Das Gesetz unterscheidet zwischen der Zeitbefristung und der Zweckbefristung. Beide Formen des befristeten Arbeitsverh\u00e4ltnisses unterliegen unterschiedlichen Voraussetzungen, die Arbeitgeber strikt einhalten m\u00fcssen.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Wie lange darf ein Arbeitsvertrag sachgrundlos befristet werden?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Ein sachgrundlos befristeter Vertrag darf h\u00f6chstens zwei Jahren bestehen und innerhalb dieses Zeitraums maximal dreimal verl\u00e4ngert werden. Jede weitere Verl\u00e4ngerung f\u00fchrt zur Unwirksamkeit der Befristung.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Wann ist eine Verl\u00e4ngerung eines befristeten Arbeitsvertrags unwirksam?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Eine Verl\u00e4ngerung ist nur wirksam, wenn ausschlie\u00dflich die Laufzeit angepasst wird. Werden zugleich andere Vertragsbedingungen ge\u00e4ndert, liegt rechtlich kein verl\u00e4ngerter, sondern ein neuer Arbeitsvertrag vor, was die Befristung angreifbar macht.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche typischen Fehler machen Arbeitgeber bei Befristungen?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"H\u00e4ufige Fehler sind die Missachtung der Schriftform, das \u00dcberschreiten der zul\u00e4ssigen Dauer oder die fehlerhafte Verl\u00e4ngerung eines befristeten Arbeitsverh\u00e4ltnisses. Solche Fehler f\u00fchren oft zur Unwirksamkeit der Befristung.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Was bedeutet eine unwirksame Befristung f\u00fcr Arbeitnehmer?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Ist die Befristung unwirksam, gilt das Arbeitsverh\u00e4ltnisses kraft Gesetzes als unbefristet. Der Arbeitnehmers erh\u00e4lt damit grunds\u00e4tzlich einen dauerhaften Arbeitsplatz mit K\u00fcndigungsschutz.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Was ist eine Entfristungsklage?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Mit der Entfristungsklage macht der Arbeitnehmer geltend, dass die befristete Vereinbarung unwirksam ist. Die Klage muss innerhalb von drei Wochen nach Befristungsende erhoben werden, andernfalls gilt die Befristung als wirksam.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Kann ein befristeter Vertrag trotz Ablauf weiterbestehen?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Ja. Wird der Arbeitnehmer nach Befristungsende weiterbesch\u00e4ftigt, entsteht automatisch ein unbefristetes Arbeitsverh\u00e4ltnis. Dies gilt unabh\u00e4ngig davon, ob der Vertrag zuvor verl\u00e4ngert werden sollte.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche Rolle spielt das Teilzeit- und Befristungsgesetz?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Das Teilzeit- und Befristungsgesetz regelt detailliert, unter welchen Voraussetzungen befristete Arbeitsvertr\u00e4ge zul\u00e4ssig sind. Verst\u00f6\u00dfe gegen einzelne Abs\u00e4tze des Gesetzes f\u00fchren regelm\u00e4\u00dfig zur Unwirksamkeit der Befristung.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Wann lohnt sich eine rechtliche Pr\u00fcfung der Befristung?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Eine Pr\u00fcfung lohnt sich immer dann, wenn ein befristeter Vertrag mehrfach verl\u00e4ngert wurde oder \u00fcber viele Jahre bestand. Gerade bei komplexen Arbeitsvertr\u00e4gen lassen sich h\u00e4ufig rechtliche Angriffspunkte finden.\"\n    }\n}\n        ]\n    }\n    <\/script>                        <\/div>\n                    <\/div>\n                <\/div>\n                    \n        \n    <\/div>\n\n<\/div>\n            <\/div>\n            <\/div>","protected":false},"excerpt":{"rendered":"<p>&quot;Unfortunately, we can no longer extend your current employment relationship.&quot; That&#039;s exactly what temporary employees don&#039;t want to hear. What...<\/p>","protected":false},"author":1,"featured_media":7550,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-7530","page","type-page","status-publish","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Befristeter Arbeitsvertrag: Was Sie wissen m\u00fcssen<\/title>\n<meta name=\"description\" content=\"Wenn ein befristeter Arbeitsvertrag unwirksam ist, k\u00f6nnen Arbeitnehmer eine Entfristungsklage einlegen. Deine Optionen kurz und kompakt.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/smart-arbeitsrecht.de\/en\/befristeter-arbeitsvertrag\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Befristeter Arbeitsvertrag: Was Sie wissen m\u00fcssen\" \/>\n<meta property=\"og:description\" content=\"Wenn ein befristeter Arbeitsvertrag unwirksam ist, k\u00f6nnen Arbeitnehmer eine Entfristungsklage einlegen. Deine Optionen kurz und kompakt.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/smart-arbeitsrecht.de\/en\/befristeter-arbeitsvertrag\/\" \/>\n<meta property=\"og:site_name\" content=\"Smart-Arbeitsrecht\" \/>\n<meta property=\"article:modified_time\" content=\"2026-01-20T11:55:41+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/08\/Befristeter_Arbeitsvertrag.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"2312\" \/>\n\t<meta property=\"og:image:height\" content=\"1156\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"15 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/smart-arbeitsrecht.de\/befristeter-arbeitsvertrag\/\",\"url\":\"https:\/\/smart-arbeitsrecht.de\/befristeter-arbeitsvertrag\/\",\"name\":\"Befristeter Arbeitsvertrag: Was Sie wissen m\u00fcssen\",\"isPartOf\":{\"@id\":\"https:\/\/smart-arbeitsrecht.de\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/smart-arbeitsrecht.de\/befristeter-arbeitsvertrag\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/smart-arbeitsrecht.de\/befristeter-arbeitsvertrag\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/08\/Befristeter_Arbeitsvertrag.jpg\",\"description\":\"Wenn ein befristeter Arbeitsvertrag unwirksam ist, k\u00f6nnen Arbeitnehmer eine Entfristungsklage einlegen. Deine Optionen kurz und kompakt.\",\"breadcrumb\":{\"@id\":\"https:\/\/smart-arbeitsrecht.de\/befristeter-arbeitsvertrag\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/smart-arbeitsrecht.de\/befristeter-arbeitsvertrag\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/smart-arbeitsrecht.de\/befristeter-arbeitsvertrag\/#primaryimage\",\"url\":\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/08\/Befristeter_Arbeitsvertrag.jpg\",\"contentUrl\":\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/08\/Befristeter_Arbeitsvertrag.jpg\",\"width\":2312,\"height\":1156,\"caption\":\"Befristeter Arbeitsvertrag\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/smart-arbeitsrecht.de\/befristeter-arbeitsvertrag\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Startseite\",\"item\":\"https:\/\/smart-arbeitsrecht.de\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Befristeter Arbeitsvertrag\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/smart-arbeitsrecht.de\/#website\",\"url\":\"https:\/\/smart-arbeitsrecht.de\/\",\"name\":\"Smart-Arbeitsrecht\",\"description\":\"Kanzlei f\u00fcr Arbeitsrecht\",\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/smart-arbeitsrecht.de\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Fixed-term employment contract: What you need to know","description":"If a fixed-term employment contract is invalid, employees can file a lawsuit to have their contract made permanent. Your options are brief and concise.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/smart-arbeitsrecht.de\/en\/befristeter-arbeitsvertrag\/","og_locale":"en_US","og_type":"article","og_title":"Befristeter Arbeitsvertrag: Was Sie wissen m\u00fcssen","og_description":"Wenn ein befristeter Arbeitsvertrag unwirksam ist, k\u00f6nnen Arbeitnehmer eine Entfristungsklage einlegen. Deine Optionen kurz und kompakt.","og_url":"https:\/\/smart-arbeitsrecht.de\/en\/befristeter-arbeitsvertrag\/","og_site_name":"Smart-Arbeitsrecht","article_modified_time":"2026-01-20T11:55:41+00:00","og_image":[{"width":2312,"height":1156,"url":"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/08\/Befristeter_Arbeitsvertrag.jpg","type":"image\/jpeg"}],"twitter_card":"summary_large_image","twitter_misc":{"Est. reading time":"15 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"WebPage","@id":"https:\/\/smart-arbeitsrecht.de\/befristeter-arbeitsvertrag\/","url":"https:\/\/smart-arbeitsrecht.de\/befristeter-arbeitsvertrag\/","name":"Fixed-term employment contract: What you need to know","isPartOf":{"@id":"https:\/\/smart-arbeitsrecht.de\/#website"},"primaryImageOfPage":{"@id":"https:\/\/smart-arbeitsrecht.de\/befristeter-arbeitsvertrag\/#primaryimage"},"image":{"@id":"https:\/\/smart-arbeitsrecht.de\/befristeter-arbeitsvertrag\/#primaryimage"},"thumbnailUrl":"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/08\/Befristeter_Arbeitsvertrag.jpg","description":"If a fixed-term employment contract is invalid, employees can file a lawsuit to have their contract made permanent. Your options are brief and concise.","breadcrumb":{"@id":"https:\/\/smart-arbeitsrecht.de\/befristeter-arbeitsvertrag\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/smart-arbeitsrecht.de\/befristeter-arbeitsvertrag\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/smart-arbeitsrecht.de\/befristeter-arbeitsvertrag\/#primaryimage","url":"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/08\/Befristeter_Arbeitsvertrag.jpg","contentUrl":"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/08\/Befristeter_Arbeitsvertrag.jpg","width":2312,"height":1156,"caption":"Befristeter Arbeitsvertrag"},{"@type":"BreadcrumbList","@id":"https:\/\/smart-arbeitsrecht.de\/befristeter-arbeitsvertrag\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Startseite","item":"https:\/\/smart-arbeitsrecht.de\/"},{"@type":"ListItem","position":2,"name":"Befristeter Arbeitsvertrag"}]},{"@type":"WebSite","@id":"https:\/\/smart-arbeitsrecht.de\/#website","url":"https:\/\/smart-arbeitsrecht.de\/","name":"Smart labor law","description":"Employment law firm","potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/smart-arbeitsrecht.de\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"}]}},"_links":{"self":[{"href":"https:\/\/smart-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/pages\/7530","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/smart-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/smart-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/smart-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/smart-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/comments?post=7530"}],"version-history":[{"count":28,"href":"https:\/\/smart-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/pages\/7530\/revisions"}],"predecessor-version":[{"id":10257,"href":"https:\/\/smart-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/pages\/7530\/revisions\/10257"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/smart-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/media\/7550"}],"wp:attachment":[{"href":"https:\/\/smart-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/media?parent=7530"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}