Temporary benefits may be similar to those of a permanent salaried worker, but a temporary worker does not have long-term job security. A minimum period must elapse between two fixed-term contracts for the same position: the employer must respect a waiting period between the end of the first fixed-term contract and the start of the new fixed-term contract. The use of fixed-term contracts is regulated by law. This type of contract can only be used if a fixed-term role has to be fulfilled, unlike a contract of indefinite duration which makes it possible to fill a permanent job within a company. If a position involves tasks that are repeated each year, the employer may be allowed to use a fixed-term contract. As a general rule, fixed-term contracts offer workers a lower level of protection with regard to termination of employment than contracts of indefinite duration. This is because the employer generally does not have to provide a justification for terminating the employment relationship, given that the FTC contains a set end date. In most cases, no severance pay is paid. Convention No.
158 provides that Member States may exclude from all or certain provisions of the Convention workers employed under a “contract of employment for a given period or task” (Article 2(2)). However, it also provides for the need to offer `appropriate safeguards` against the use of such contracts to avoid protection under the Convention (Article 2(3)). . . . .