There are several different forms of employment with different conditions. Permanent employment is common, but short and temporary employment is becoming more common. The Employment Protection Act talks about what applies in different situations.
The main rule in the Employment Protection Act is that an employment applies until further notice. This means that the employer needs objective grounds, as defined by the Employment Protection Act, to terminate the employment.
To be entitled to full-time employment
For those of you who have a part-time job, there is a rule in the Employment Protection Act on preferential rights to an increased employment rate. This means that you must be offered a full-time job before someone can be hired. The right applies to the operating unit where you are employed and for tasks for which you are qualified. If you are interested in increasing working hours, you must notify your employer in writing. Within the state, the preferential right to extended employment is significantly weaker than the labor market in general due to the fact that all employment must be given to the one who shows the greatest merit and skill, where skill weighs heaviest.
Remember that you have a statutory right to reduce working hours for parental leave and studies.
The right to re-employment
You who have been employed for more than twelve months during the last three years with the same employer have a preferential right to re-employment if the employer needs to recruit. The right of priority applies from the time notice has been given, or should have been given, and for nine months after the termination of employment. Within the state, the right to re-employment is significantly weaker than the labor market in general due to the fact that all employment must be given to the one who shows the greatest merit and skill, where skill weighs heaviest.
The Employment Protection Act allows five types of fixed-term employment. Please note that there may be other types of fixed-term employment in a collective agreement.
The university and college area has a number of exceptions from the general Employment Protection Act rules regarding time-limited forms of employment. These are regulated in the Higher Education Ordinance.