Extensions require timely agreement and a review of the applicable legal basis. Changing salary, duties or hours at the same time can affect whether an arrangement counts as an extension or a new agreement.
Legal context and practical consequences
For a fixed term without an objective reason, check previous employment, overall duration and the number of extensions, including any applicable exceptions. Where an objective reason is relied upon, document the actual circumstances. The statutory form requirement must be met. Signing after work begins may not cure the problem. A challenge to the fixed term is subject to a particular filing period following the agreed end date.
Preparing the review
Bring the current contract, amendments, a description of the role and the intended schedule. For special employment models, include relevant status evidence. Record how the arrangement will operate in payroll and personnel administration. Changes in actual practice can require a fresh legal assessment even where the original contract was carefully drafted.
Four practical examples
Example 1
The employee signs after starting work. Check whether the required form was met before employment began.
Example 2
An extension also changes salary. Determine whether this remains an extension or constitutes a new agreement.
Example 3
A replacement is hired for parental leave. Document the connection between the absence and the temporary appointment.
Example 4
Employment continues after expiry. Review knowledge, objections and the potential consequences for indefinite employment.
Source and further information
Official source · Related employment-law topic
Archive allocation: May 2026. Written and reviewed retrospectively on 13 November 2026. Court decisions retain their actual decision dates.