Fixed-Term Contract

0 INTRODUCTION In recent years, employment under subscription contracts has become increasingly popular among employers to replace standard forms of employment. This is the employment category that the relationship between employer and employee lasts until a certain period or task is completed. This chapter deals with the research theme "Legal review of long-term contract workers: comparative analysis between Malaysia and the UK".

Temporary Contract Temporary workers are sometimes hired for periodic contracts. Regular contracts are employment contracts based on specific due dates or specific tasks. If the contract expires and the employer no longer needs to notify you, the employment will be terminated. Regular contracts can be terminated sometimes by notice from either party before the expiration date of the contract. What are the pros and cons? Temporary workers and regular contractors can provide greater flexibility as the amount used can vary depending on the needs of the product or service. These workers can also provide insurance to long-term staff during the holidays or provide additional support or professional projects at peak hours.

An employer can sign an employment contract indefinitely or for a certain period of time. Regular contracts are clearly forecasted by law and are basically recognized for business expansion, increased production, temporary work, special circumstances and seasonal activities. These contracts must be signed and communicated to the Department of Labor. The highest retirement allowance is 12 wages. Alternatively, an employee can request that reinstatement results from the same job as his job. The law allows collective dismissal without payment of dismissal allowance under certain circumstances, such as divine actions or force majeure, economic or technological rationalization, dissolution, bankruptcy, or reduced scale of the business.

According to ERA Article 95 of 1996, dismissal can be carried out in three cases; whether the contract was notified, second, when the contract ends without updating, 3. Right to cancel the contract in case of constructive dismissal. Any party with a common law or rule that violates "substantially" the terms of the contract can terminate the parties to the contract and justify immediate termination (immediate termination). If employee violations are not fundamental, it could lead to an erroneous dismissal lawsuit against the employer. Employers can only request inappropriate dismissal if the employer terminates the contract. If the employer is fired in the face of a fundamental default by the employee, there is no improper dismissal (Pitt, (a) 1998: p. 260).