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mination is in question for indefinite-term employment contracts.
However, temporary termination rights with respect to agreed deci-
sions that one party is subject to throughout life of the contract, or
more than ten years, constitutes an exception to this rule.
An immediate termination right is may be effected for both fixed-
term and indefinite-term employment contracts. The rightful immedi-
ate termination may only be possible when the employee and the
employer have separate justifications as regulated in the Labor Law.
These justifications can be summarized as the reasons that have led the
business relation to be impossible for one of the parties.
Conclusion
Indefinite-term employment contracts are provided for in the
Labor Law, if there are objective criteria, and, as well, if there is an
opportunity to make fixed-term employment contracts. However, even
though there are objective conditions specified in the Labor Law, the
parties can make indefinite-term employment contracts instead of
fixed-term employment contracts. As well, even if there are objective
conditions, fixed-term employment contracts cannot be made more
than one successively (continuously) unless there is substantial reason
Otherwise, an employment contract will be considered to be indefinite
from the outset.
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