„Ah, even in my time,“ grandpa said ;): „An employee often assumed that after a fixed-term contract, an extension might follow and it was only nice to let him know a month in advance if that was the case or not. A fixed-term contract automatically expires and the one-month notice period has now become legally mandatory. Now suppose the employee is informed that his contract will not be renewed. Nowadays, you must communicate it at least one month before the cancellation date. Unless you want to pay a fine. And yes, it`s not always good for motivation at work, as it`s not good news and can have a significant impact on the employee in question. Suppose he is so angry that he calls sick. This happens on a daily basis in practice. Or the employee becomes anxious and uncertain about his future and, coincidentally, he was already facing burnout due to private problems. He calls sick.

For example, there are countless other situations in which someone gets sick. As a rule, it is a situational incapacity for work, that is, directly related to work and / or working conditions. Your employer does not have to provide a reason if they do not renew your contract. This is also the case during pregnancy. Does your employer declare that your contract will not be renewed because you are pregnant? Second, it is discrimination. This is not allowed. Your employer will then have to renew your contract. Discuss this with your employer. It`s not like she`s suddenly faced with a super new rule or anything. You`re just in time to notify and that`s it. That she wanted to know 2 or 3 months in advance, she must know, right? Whether it is realistic actually does not matter. On the other hand, you asked us what was „friendly“.

And 3 months in advance is of course more user-friendly than 1 month in advance. But legally, it has no value. The fact that an employee would have preferred to know three months in advance is an empty slogan today. You may be wondering if and how you could have coped better with these performance and evaluation interviews from .m.v. and I also think your survey is a little twice as big, why shouldn`t you be objective and friendly? You can then say goodbye to the employee „as of right“ on the end date agreed in the contract or at the end of the project/work. The fixed-term contract then ends automatically. The first thing you do is announce the bad news immediately. This allows the employee to support each other and the real blow is less unexpected. This first step takes little time and usually does not consist of more than one sentence, for example: For her, it will also be completely unexpected and she has not (enough) had the opportunity to improve. You may not have to, but it`s neat.

Her main complaint was that she wished she had known 2 or 3 months ago. I don`t really think it`s realistic, guys? „I have decided not to renew your contract. The main reason is that you have not achieved your goals. An important argument is also that you argued with two customers. This brings me to my decision not to move forward with you. You have to look for another job. The employer must inform us before the expiry of this period whether a fixed-term employment contract will be extended or not. You must accept the renewal of your contract yourself. Does your employer offer you suitable work? Then you should not refuse this if you become unemployed.

Is that what you are doing? In this case, you cannot receive unemployment benefits. Please contact one of our lawyers for more information. If, at the end of the line, it seems that it really won`t work, the employee can prepare for it and better understand the situation. An employee can then leave the department while remaining an ambassador for your organization because you are known to break „advertising“ in a respectful manner. So, golden lace? Timely feedback and clear communication! Who knows, maybe you can still do it: as friends. The purpose of a bad news conversation is to convey the message in a way that is clear to the recipient. Then, it is important to manage emotions appropriately and effectively in order to increase acceptance of the news. The recipient must also understand that the message is final and non-negotiable. Knowing how people deal with bad news is essential to having an effective conversation about bad news. From 1 January 2015, there will be a reporting obligation for fixed-term contracts of six months or more. This means that you must inform the employee in writing (preferably by registered mail) at least one month before the termination of the employment contract if you will continue with the employee and if so, under what conditions and for how long.

The notice period does not apply to fixed-term employment contracts with a temporary employment clause. The obligation to declare is then e.B. with the temporary employment agency. In the treatment phase, it is important to show empathy. By listening, summarizing and naming emotions, the receiver finds words that come to discharge. When the question of why is asked, the bearer of the bad news repeats the arguments, but does not discuss it. In the dynamics and emotion of the conversation, steps 3 and 4 often alternate. If she doesn`t come to work without calling sick, what happens then? „Having to think“ does not seem to me to be a valid reason for the disease. This gives you, as an employee, more clarity. Before January 1, 2015, the employer was allowed to inform you on the last day of the contract, now you know a month in advance where you are.

You have more time to apply for a new job or can breathe a sigh of relief and keep working. .