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The management of labour relations in companies is increasingly conditioned by European regulations that seek to guarantee more transparent and stable working conditions. European Union Directive 2019/1152, which came into force on 1 August 2022, is a recent example of this type of regulation, aimed at improving the predictability and transparency of employment contracts throughout the European Union. This Directive was implemented in the Portuguese legal system through Law 13/2023, also known as the Decent Work Agenda.
Margarida Pisco, Junior Associate in the Labour practice at CCA Law Firm, explains in an opinion piece for RH Magazine that the Directive introduces mechanisms to protect employees with atypical employment contracts, allowing them to request a transition to contracts with more stable and predictable conditions. This mechanism applies to employees who have worked for an employer for at least six months and who wish to change the type of contract to something more secure.
“This means that employees with fixed-term employment contracts, occasional employment contracts, or other types of contracts, can ask for them to be converted to open-ended employment contracts,” the lawyer points out.
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- RH MAGAZINE