Contract and fixed-term clause
Review of the contractual basis and the specific fixed-term clause.
Fixed-term contract
Berlin and across Germany
Fixed-Term Employment Contracts – Lawyer
Validity, extensions, and de-facto permanent employment in Germany
With fixed-term employment, the key issues are often whether the fixed term is valid at all, how extensions should be treated, and whether the employment may legally continue as permanent.
These are usually the points that matter most in employment disputes:
- ›Review of whether the fixed term is formally and substantively valid
- ›Assessment of extensions, contract changes, and follow-on contracts
- ›Evaluation of whether a claim for permanent status may be viable
- ›Clear lawyer guidance on deadlines and the next sensible step
You receive a direct assessment of whether the fixed term holds up or whether a claim for permanent employment should be considered.
Important: In fixed-term cases, the contract wording, the extension history, and the timing often matter a great deal.
Full service in English language
What a fixed-term contract review usually covers
Extensions
Assessment of how extensions and contract changes should be treated legally.
Permanent-status claim
Evaluation of whether the employment may need to be treated as permanent.
Deadlines
Clear guidance on when action needs to be taken.
Fixed-term cases depend on a complete contract timeline
Whether employment ends validly can often be answered only by placing the first contract, every extension, any contract changes, and the actual continuation of work in an exact chronology.
Objective reason or no-reason fixed term
The first step is to identify the statutory model relied on. Duration, prior employment, and the number of extensions operate differently for a no-reason fixed term than for a term supported by a specific objective reason.
Signature and timing of extensions
The fixed-term agreement requires written form. An extension raises questions about whether it was signed before expiry and whether employment conditions other than duration were changed at the same time.
Three weeks after the agreed end
A court claim challenging the fixed term normally must be brought within three weeks after the agreed end. Continued work with the employer's knowledge may create additional issues.
The review therefore starts with the first agreement, not the latest one, and follows every contractual change through to the intended end date.
Frequently asked questions
Is every fixed term automatically valid?
No. Validity depends on the specific contract structure and the surrounding circumstances.
Do extensions matter especially?
Yes. Extensions and contract changes can be legally decisive.
Can an invalid fixed term lead to permanent employment status?
Depending on the situation, that may be possible and should be reviewed carefully.
Can outstanding pay issues also matter in parallel?
Yes. Especially when the contract ends, several claims may become relevant at the same time.
Is this part of general employment law?
Yes. Fixed-term contracts are a classic employment-law issue.
Mandant
3 months ago
Mr. Lerch provided me with highly professional, calm, and dedicated support throughout my legal proceedings. I particularly appreciated his honest assessment of my case and the clear communication he maintained throughout the entire process. Thanks to his strategy and preparation, we achieved a significantly better outcome than originally anticipated in the penalty order. I felt well-advised and taken seriously at all times. I can therefore wholeheartedly recommend Mr. Lerch and thank him again for his support. B. Paal
Mandant
5 months ago
Complete satisfaction! I needed an expert opinion for the recognition of professional experience towards my studies and received very professional support and advice from Mr. Lerch throughout the entire process. The fact that the application for recognition was accepted was simply the icing on the cake!
Mandant
5 months ago
Thank you so much for your prompt assistance in my rather complex case. I can highly recommend you – reliable, friendly, and straightforward!
How it works
Step 1
Send the documents and situation
You send the key documents and briefly explain the situation and any immediate time pressure.
Step 2
Have it legally reviewed
I review deadlines, legal challenge points, economic risks, and your negotiating position.
Step 3
Receive clear guidance
You receive clear guidance on which response or strategy makes sense.
Step 4
Implement the next steps
If further action makes sense, negotiation, correspondence, or court steps are implemented in a structured way.
About Dr. Lerch
Dr. Philipp Lerch advises clients with a focus on clear legal assessments, precise communication, and economically sensible outcomes. In fixed-term matters, it is often essential to review the contract history and timing very carefully.
Related topics
Dismissal
If there are also broader questions about ending the employment.
Salary arrears
If there is also unpaid compensation around the contract ending.
Employment law
The overview page for dismissal, contract, and pay issues.