Difficulty Hiring

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<th class="caption" scope="col">Economy</th><th
scope="col">Fixed-term contracts prohibited for permanent tasks?</th><th scope="
col">Maximum length of a single fixed-term contract (months)</th><th scope="col"
>Maximum length of fixed-term contracts, including renewals (months) </th><th sc
ope="col">Minimum wage applicable to the worker assumed in the case study (US$/m
onth) </th><th scope="col">Ratio of minimum wage to value added per worker</th><
th scope="col">Incentives for employing workers under age 25?</th>
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<td class="left">Afghanistan</td><td class="left
">No</td><td class="left">No limit - Art. 14 (2) specifies that labor contracts
for a definite period are allowed for periods not less than 1 year. However, no
maximum length is specified.</td><td class="left">No limit</td><td>0.0</td><td>0
.0</td><td class="left">No</td>
</tr><tr>
<td class="left">Albania</td><td class="left">Ye
s</td><td class="left">No limit</td><td class="left">No limit</td><td>204.8</td>
<td>0.4</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Algeria</td><td class="left">Ye
<td>0.3</td><td class="left">No</td>
</tr><tr>
<td class="left">Angola</td><td class="left">Yes
</td><td class="left">6-36 months depending on workers' and or firms' si
tuation. For instance, 36 months is applied to long-term unemployed and in some
conditions can be enlarged further - Article 16, Paragraph 1 of the GLL.</td><td
>12.0</td><td>226.1</td><td>0.3</td><td class="left">No</td>
</tr><tr>
<td class="left">Antigua and Barbuda</td><td cla
ss="left">No</td><td class="left">No limit</td><td class="left">No limit</td><td
>624.0</td><td>0.4</td><td class="left">No</td>
</tr><tr>
<td class="left">Argentina</td><td class="left">
Yes</td><td class="left">60 months (Art. 93 - Ley 20.744)</td><td>60.0</td><td>1
,184.2</td><td>0.6</td><td class="left">No</td>
</tr><tr>
<td class="left">Armenia</td><td class="left">Ye
s</td><td class="left">No Limit</td><td class="left">No limit</td><td>119.3</td>
</tr><tr>
<td class="left">Australia</td><td class="left">
No</td><td class="left">No limit (Part 3 of the General Retail Industry Award 20
10 in this year's example)</td><td class="left">No limit</td><td>2,396.7</td
><td>0.3</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Austria</td><td class="left">No
</td><td class="left">No limit</td><td class="left">No limit</td><td>1,764.6</td
><td>0.3</td><td class="left">No</td>
</tr><tr>
<td class="left">Azerbaijan</td><td class="left"
>No</td><td class="left">60 uniterrupted months is the maximum before turning in
to an indefite-term contract (Article 45.5)</td><td>60.0</td><td>133.5</td><td>0

</tr><tr>
<td class="left">Bahamas, The</td><td class="lef
t">No</td><td class="left">The law is silent - no limit</td><td class="left">No
limit</td><td>690.2</td><td>0.3</td><td class="left">No</td>
</tr><tr>
<td class="left">Bahrain</td><td class="left">No
</td><td class="left">5 years</td><td>60.0</td><td>0.0</td><td>0.0</td><td class
="left">No</td>
</tr><tr>
<td class="left">Bangladesh - Dhaka </td><td cla
ss="left">No</td><td class="left">No limit</td><td class="left">No limit</td><td
</tr><tr>
<td class="left">Bangladesh - Chittagong</td><td
class="left">No</td><td class="left">No limit</td><td class="left">No limit</td
><td>0.0</td><td>0.0</td><td class="left">No</td>
</tr><tr>
<td class="left">Barbados</td><td class="left">N
o</td><td class="left">No limit provied by law - common practice is 6 to 12 mont
hs</td><td class="left">No limit</td><td>505.3</td><td>0.3</td><td class="left">
No</td>
</tr><tr>
<td class="left">Belarus</td><td class="left">No
</td><td class="left">60 months</td><td class="left">No limit</td><td>193.7</td>
</tr><tr>
<td class="left">Belgium</td><td class="left">No
</td><td class="left">No limit</td><td class="left">No limit</td><td>2,331.9</td
</tr><tr>
<td class="left">Belize</td><td class="left">No<
/td><td class="left">2 years, since the worker works in the same city where he l
ives; hence, he is accompanied by his family (Art. 55(1))</td><td class="left">N
o limit</td><td>386.1</td><td>0.6</td><td class="left">No</td>
</tr><tr>
<td class="left">Benin</td><td class="left">No</
td><td class="left">24 months - Art. 13</td><td>48.0</td><td>80.0</td><td>0.6</
td><td class="left">No</td>
</tr><tr>
<td class="left">Bhutan</td><td class="left">No<
/td><td class="left">No limit</td><td class="left">No limit</td><td>61.4</td><td
>0.2</td><td class="left">No</td>
</tr><tr>
<td class="left">Bolivia</td><td class="left">Ye
s</td><td class="left">12 months (Ministerial Resolution No. 283/62 - June 13,
1962)</td><td>24.0</td><td>197.0</td><td>0.5</td><td class="left">No</td>
</tr><tr>
<td class="left">Bosnia and Herzegovina</td><td
class="left">No</td><td class="left">24 months (Art. 19, Labor Law of FBiH)</td>
<td>24.0</td><td>376.7</td><td>0.7</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Botswana</td><td class="left">N
o</td><td class="left">No limit</td><td class="left">No limit</td><td>93.6</td><
td>0.1</td><td class="left">No</td>
</tr><tr>
<td class="left">Brazil - São Paulo </td><t
d class="left">Yes</td><td class="left">24 months</td><td>24.0</td><td>435.6</td
</tr><tr>
<td class="left">Brazil - Rio de Janeiro</td><td
class="left">Yes</td><td class="left">24 months</td><td>24.0</td><td>451.4</td>
</tr><tr>
<td class="left">Brunei Darussalam</td><td class
="left">No</td><td class="left">No limit</td><td class="left">No limit</td><td>0
.0</td><td>0.0</td><td class="left">No</td>
</tr><tr>
<td class="left">Bulgaria</td><td class="left">N
o</td><td class="left">36 - Art. 68 of the Labour Code</td><td>36.0</td><td>241.
9</td><td>0.3</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Burkina Faso</td><td class="lef
t">No</td><td class="left">24 months for the national workers - Art. 54, Labor C
ode, 2008</td><td class="left">No limit</td><td>107.9</td><td>1.0</td><td class=
"left">No</td>
</tr><tr>
<td class="left">Burundi</td><td class="left">No
</td><td class="left">No limit</td><td class="left">No limit</td><td>2.4</td><td
</tr><tr>
<td class="left">Cabo Verde</td><td class="left"
>Yes</td><td class="left">60 months (Art. 360)</td><td>60.0</td><td>131.8</td><t
d>0.3</td><td class="left">No</td>
</tr><tr>
<td class="left">Cambodia</td><td class="left">N
o</td><td class="left">24 months</td><td>24.0</td><td>0.0</td><td>0.0</td><td cl
ass="left">No</td>
</tr><tr>
<td class="left">Cameroon</td><td class="left">N
o</td><td class="left">24 months - Art 25(1)(a) du Code de travail</td><td>48.0
</td><td>70.3</td><td>0.3</td><td class="left">No</td>
</tr><tr>
<td class="left">Canada</td><td class="left">No<
/td><td class="left">No limit</td><td class="left">No limit</td><td>1,800.4</td>
</tr><tr>
<td class="left">Central African Republic</td><t
d class="left">Yes</td><td class="left">2 years - Art.105 , Code du travail</td>
<td>24.0</td><td>33.6</td><td>0.7</td><td class="left">No</td>
</tr><tr>
<td class="left">Chad</td><td class="left">No</t
d><td class="left">24 months according to Art 58 et 59, Code du Travail, 1996</t
d><td>48.0</td><td>121.9</td><td>0.7</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Chile</td><td class="left">No</
td><td class="left">12 months</td><td>12.0</td><td>419.0</td><td>0.2</td><td cla
ss="left">Yes</td>
</tr><tr>
<td class="left">China - Shanghai</td><td class=
"left">No</td><td class="left">No limit - after 10 years of work or 2 renewals o
f fixed-term contracts, provisions of article 14 of the PRC Labor Contract Law a
pply</td><td class="left">No limit</td><td>321.6</td><td>0.4</td><td class="left
">Yes</td>
</tr><tr>
<td class="left">China - Beijing</td><td class="
left">No</td><td class="left">No limit - after 10 years of work or 2 renewals of
fixed-term contracts, provisions of article 14 of the PRC Labor Contract Law ap
ply</td><td class="left">No limit</td><td>273.8</td><td>0.3</td><td class="left"
>Yes</td>
</tr><tr>
<td class="left">Colombia</td><td class="left">N
o</td><td class="left">36 months - Art. 46, CST</td><td class="left">No limit</t
d><td>335.9</td><td>0.3</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Comoros</td><td class="left">No
</td><td class="left">24 months - Art. 34, Code du travail, 2012</td><td>36.0</t
d><td>0.0</td><td>0.0</td><td class="left">No</td>
</tr><tr>
<td class="left">Congo, Dem. Rep.</td><td class=
"left">Yes</td><td class="left">24 months</td><td>48.0</td><td>65.0</td><td>0.7<
/td><td class="left">No</td>
</tr><tr>
<td class="left">Congo, Rep.</td><td class="left
">Yes</td><td class="left">24 months</td><td>24.0</td><td>209.2</td><td>0.5</td>
<td class="left">No</td>
</tr><tr>
<td class="left">Costa Rica</td><td class="left"
>Yes</td><td class="left">12 months in general; 60 months if the work requires s
pecial technical preparation</td><td>12.0</td><td>569.9</td><td>0.5</td><td clas
s="left">No</td>
</tr><tr>
<td class="left">Côte d'Ivoire</td><td
class="left">No</td><td class="left">24 months - Art. 14.4, Code du travail</td>
<td>24.0</td><td>119.0</td><td>0.5</td><td class="left">No</td>
</tr><tr>
<td class="left">Croatia</td><td class="left">Ye
s</td><td class="left">Pursuant to Article 12 (3) of Labour Act, there is no max
imum duration of the first fixed-term contract that a worker concludes with an e
mployer.</td><td class="left">No limit</td><td>525.1</td><td>0.3</td><td class="
left">Yes</td>
</tr><tr>
<td class="left">Cyprus</td><td class="left">No<
/td><td class="left">There are no specific requirements for renewing a fixed-ter
m contract but if a contract for a permanent task is for a period of more than 3
0 months, it may be considered as an indefinite - term contract. - Art.7 of Empl
oyees of Fixed Term (Prohibition of Unfair Treatment) Law 98(I)/2003.</td><td>30
.0</td><td>1,231.5</td><td>0.4</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Czech Republic</td><td class="l
eft">No</td><td class="left">36 months - Sec. 39 of Act No. 262/2006 Coll., Lab
or Code, as amended.</td><td>108.0</td><td>550.8</td><td>0.3</td><td class="left
">No</td>
</tr><tr>
<td class="left">Denmark</td><td class="left">No
</tr><tr>
<td class="left">Djibouti</td><td class="left">Y
es</td><td class="left">12 months - Art. 11, Code du travail, 2006</td><td>24.0<
/td><td>0.0</td><td>0.0</td><td class="left">No</td>
</tr><tr>
<td class="left">Dominica</td><td class="left">N
o</td><td class="left">No limit</td><td class="left">No limit</td><td>348.8</td>
</tr><tr>
<td class="left">Dominican Republic</td><td clas
s="left">Yes</td><td class="left">No limit</td><td class="left">No limit</td><td
</tr><tr>
<td class="left">Ecuador</td><td class="left">Ye
</tr><tr>
<td class="left">Egypt, Arab Rep.</td><td class=
"left">No</td><td class="left">No limit, but employee may terminate after 5 year
s (Art. 104 Labor Law)</td><td class="left">No limit</td><td>0.0</td><td>0.0</td
><td class="left">No</td>
</tr><tr>
<td class="left">El Salvador</td><td class="left
">Yes</td><td class="left">No limit</td><td class="left">No limit</td><td>215.8<
/td><td>0.4</td><td class="left">No</td>
</tr><tr>
<td class="left">Equatorial Guinea</td><td class
="left">Yes</td><td class="left">24 months, according to Art. 7(2) Ordonnance G&
#233;nérale du Travail</td><td>24.0</td><td>790.4</td><td>0.4</td><td class
="left">..</td>
</tr><tr>
<td class="left">Eritrea</td><td class="left">Ye
s</td><td class="left">There is not any minimum or maximum duration for fixed-te
rm contract
Proclamation 118/2001 Article 11. Duration of Contract of Employment
(1) The duration of a contract of employment may be: a. for an indefinite period
; or b. for a definite period; or c. for a period required to carry out a defini
te piece of work; or d. for intermittent periodical work. (2) If the work is of
a continuous nature, a contract of employment made for a definite period shall b
e deemed to be a contract made for an indefinite period.</td><td class="left">No
</tr><tr>
<td class="left">Estonia</td><td class="left">Ye
s</td><td class="left">60 months - Art. 9 (1) New ECA</td><td>120.0</td><td>498.
7</td><td>0.2</td><td class="left">No</td>
</tr><tr>
<td class="left">Ethiopia</td><td class="left">Y
es</td><td class="left">No limit, with two exceptions: (i) in the case of tempor
ary placement of a worker who has suddenly and permanently vacated from a post a
nd (ii) in the case of temporary placement of a worker to fill a vacant position
in the period between the study of the organizational structure and its impleme
ntation, duration shall not exceed 45 consecutive days.</td><td class="left">No
</tr><tr>
<td class="left">Fiji</td><td class="left">No</t
d><td class="left">N/A - No limit</td><td class="left">No Limit</td><td>330.2</t
d><td>0.6</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Finland</td><td class="left">Ye
s</td><td class="left">There is no specific maximum duration for fixed-term empl
oyment contracts. (Chap. 1 Sect. 3 - ECA) However, after 60 months a fixed-term
contract is subject to the same requirements for termination as an indefinite te
rm contract. (Chap. 6 Sect. 1 - ECA).</td><td>60.0</td><td>2,276.8</td><td>0.4</
</tr><tr>
<td class="left">France</td><td class="left">Yes
</td><td class="left">18 months; can be extended to 24 months for work abroad or
in certain other specific circumstances listed at article L.1242-8 of the Labor
Code</td><td>18.0</td><td>1,964.3</td><td>0.3</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Gabon</td><td class="left">No</
td><td class="left">24 months</td><td>48.0</td><td>319.6</td><td>0.2</td><td cla
ss="left">No</td>
</tr><tr>
<td class="left">Gambia, The</td><td class="left
">No</td><td class="left">No limit</td><td class="left">No limit</td><td>0.0</td
</tr><tr>
<td class="left">Georgia</td><td class="left">No
</td><td class="left">30 months - but if the next fixed term labour agreement is
concluded after 60 days after the initial agreement expires it should be consid
ered as fixed term agreement. At the same time, this regulation does not apply t
o company during 48 month of its registration (it is considered as a newly estab
lished company) (Labour Code of Georgia Art. 6, Par1 prim 3 and prim 4)</td><td>
30.0</td><td>23.2</td><td>0.1</td><td class="left">No</td>
</tr><tr>
<td class="left">Germany</td><td class="left">No
</td><td class="left">No maximum duration for fixed-term contract with objective
cause; 24 months for fixed-term contract without objective cause (Sect. 14 para
. 2 TzBfG)</td><td>24.0</td><td>1,904.0</td><td>0.3</td><td class="left">No</td>
</tr><tr>
<td class="left">Ghana</td><td class="left">No</
td><td class="left">No limit</td><td class="left">No limit</td><td>60.1</td><td>
0.3</td><td class="left">No</td>
</tr><tr>
<td class="left">Greece</td><td class="left">Yes
</td><td class="left">36 months</td><td class="left">No limit</td><td>804.7</td>
</tr><tr>
<td class="left">Grenada</td><td class="left">Ye
</tr><tr>
<td class="left">Guatemala</td><td class="left">
Yes</td><td class="left">No limit; time limit depends only on the duration of th
e temporary task, on the expiration date or on the occurrence of any event or ci
rcumstance (Art.25)</td><td class="left">No limit</td><td>384.2</td><td>0.7</td>
<td class="left">No</td>
</tr><tr>
<td class="left">Guinea</td><td class="left">No<
/td><td class="left">The maximum duration is 24 months (art. 122.3 du Code du Tr
avail)</td><td>24.0</td><td>58.8</td><td>0.8</td><td class="left">No</td>
</tr><tr>
<td class="left">Guinea-Bissau</td><td class="le
ft">Yes</td><td class="left">12 months (Art. 10(3))</td><td>12.0</td><td>0.0</td
</tr><tr>
<td class="left">Guyana</td><td class="left">No<
/td><td class="left">No limit</td><td class="left">No limit</td><td>165.8</td><t
</tr><tr>
<td class="left">Haiti</td><td class="left">No</
td><td class="left">No limit</td><td class="left">No Limit</td><td>150.2</td><td
</tr><tr>
<td class="left">Honduras</td><td class="left">Y
es</td><td class="left">12 months in general; 60 months for work requiring speci
al technical preparation; however, a longer term can only be found to be in viol
ation of the law on the express request of the worker (Art. 47 and 48)</td><td>2
4.0</td><td>457.0</td><td>1.5</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Hong Kong SAR, China</td><td cl
ass="left">No</td><td class="left">No limit</td><td class="left">No limit</td><t

d>852.1</td><td>0.2</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Hungary</td><td class="left">No
</td><td class="left">60 months with a derogation if the contract is subject to
official approval, in which case the term is that which was officially approved,
which may exceed 5 years, § 192 of the Act I of 2012 on the Labour Code</t
d><td>60.0</td><td>449.8</td><td>0.3</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Iceland</td><td class="left">No
</td><td class="left">24 months (AFTE)</td><td>24.0</td><td>1,743.5</td><td>0.3<
/td><td class="left">Yes</td>
</tr><tr>
<td class="left">India - Mumbai</td><td class="l
eft">No</td><td class="left">No limit</td><td class="left">No limit</td><td>135.
</tr><tr>
<td class="left">India - Delhi</td><td class="le
ft">No</td><td class="left">No limit</td><td class="left">No limit</td><td>179.1
</td><td>0.9</td><td class="left">No</td>
</tr><tr>
<td class="left">Indonesia - Jakarta</td><td cla
ss="left">Yes</td><td class="left">24 Months extendable for another 12 months (A
rt. 59 (4))</td><td>36.0</td><td>266.9</td><td>0.6</td><td class="left">No</td>
</tr><tr>
<td class="left">Indonesia - Surabaya</td><td cl
ass="left">Yes</td><td class="left">24 Months extendable for another 12 months (
Art. 59 (4))</td><td>36.0</td><td>245.1</td><td>0.5</td><td class="left">No</td>
</tr><tr>
<td class="left">Iran, Islamic Rep.</td><td clas
s="left">No</td><td class="left">No Limit</td><td class="left">No limit</td><td>
320.4</td><td>0.4</td><td class="left">No</td>
</tr><tr>
<td class="left">Iraq</td><td class="left">Yes</
td><td class="left">No limit. Law does not specify a maximum.</td><td class="le
ft">No limit</td><td>102.8</td><td>0.1</td><td class="left">No</td>
</tr><tr>
<td class="left">Ireland</td><td class="left">No
</td><td class="left">No limit (PEFTWA 2003)</td><td class="left">No limit</td><
td>1,757.4</td><td>0.3</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Israel</td><td class="left">No<
/td><td class="left">No limit</td><td class="left">No limit</td><td>1,247.8</td>
</tr><tr>
<td class="left">Italy</td><td class="left">No</
td><td class="left">36 months- After this period a fixed term worker acquires th
e right to a permanent position in the same firm (Art.1 of the Law No. 368/2001)
</td><td>36.0</td><td>1,998.3</td><td>0.5</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Jamaica</td><td class="left">No
</td><td class="left">No limit</td><td class="left">No limit</td><td>218.7</td><
</tr><tr>
<td class="left">Japan - Tokyo</td><td class="le
ft">No</td><td>36.0</td><td class="left">No limit</td><td>1,619.2</td><td>0.3</t
d><td class="left">No</td>
</tr><tr>
<td class="left">Japan - Osaka</td><td class="le
ft">No</td><td>36.0</td><td class="left">No limit</td><td>1,528.0</td><td>0.3</t
d><td class="left">No</td>
</tr><tr>
<td class="left">Jordan</td><td class="left">No<
/td><td class="left">60 (Art. 806 - CC)</td><td class="left">No limit</td><td>25
</tr><tr>
<td class="left">Kazakhstan</td><td class="left"
>No</td><td class="left">No limit - Art. 29, Labor Code, 2007</td><td class="lef
t">No limit</td><td>127.1</td><td>0.1</td><td class="left">No</td>
</tr><tr>
<td class="left">Kenya</td><td class="left">No</
td><td class="left">No limit for term contracts (excluding casual employees)</td
><td class="left">No limit</td><td>269.4</td><td>1.4</td><td class="left">No</td
>
</tr><tr>
<td class="left">Kiribati</td><td class="left">N
o</td><td class="left">No limit, s 6(2) refer only to workers being recruited fr
om one island to another island</td><td class="left">No limit</td><td>0.0</td><t
</tr><tr>
<td class="left">Korea, Rep.</td><td class="left
">No</td><td class="left">24 months</td><td>24.0</td><td>882.7</td><td>0.3</td><
td class="left">Yes</td>
</tr><tr>
<td class="left">Kosovo</td><td class="left">No<
</tr><tr>
<td class="left">Kuwait</td><td class="left">No<
/td><td class="left">60 months (Art. 13)</td><td class="left">No limit</td><td>2
</tr><tr>
<td class="left">Kyrgyz Republic</td><td class="
left">Yes</td><td class="left">60 months - art. 55</td><td>60.0</td><td>18.4</td
</tr><tr>
<td class="left">Lao PDR</td><td class="left">No
</td><td class="left">3 years</td><td>36.0</td><td>110.0</td><td>0.5</td><td cla
ss="left">No</td>
</tr><tr>
<td class="left">Latvia</td><td class="left">Yes
</td><td class="left">60 months (Labor Law Article 45.)</td><td>60.0</td><td>470
</tr><tr>
<td class="left">Lebanon</td><td class="left">No
</td><td class="left">No limit but after 24 months worker is treated as indefini
te term for purposes of severance pay (Art. 58).</td><td>24.0</td><td>443.2</td>
</tr><tr>
<td class="left">Lesotho</td><td class="left">No
</td><td class="left">No limit - Section 66 (3) establishes no limitation (in pr
actice, 10 months for permanent tasks and 6 months for temporary tasks are the m
aximum lengths commonly used)</td><td class="left">No limit</td><td>177.1</td><t
</tr><tr>
<td class="left">Liberia</td><td class="left">No
</td><td class="left">Less than 6 months for an oral contract (Sect. 1501 - LPL)
2 years for a written contract (Sect. 1505(1) - LPL [would be 3 years if work we
re outside Liberia])</td><td class="left">No Limit</td><td>0.6</td><td>0.0</td><
td class="left">No</td>
</tr><tr>
<td class="left">Libya</td><td class="left">No</
td><td class="left">2 years (Article 70 of Law No. 12 for 2010)</td><td>48.0</td
><td>410.5</td><td>0.4</td><td class="left">No</td>
</tr><tr>
<td class="left">Lithuania</td><td class="left">
No</td><td class="left">60 months (5 years x 12 months) (Art. 109(1))</td><td>60
.0</td><td>390.5</td><td>0.2</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Luxembourg</td><td class="left"
>Yes</td><td class="left">24 months - Art. L. 122-4 (1)</td><td>24.0</td><td>3,0
61.5</td><td>0.3</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Macedonia, FYR</td><td class="l
eft">No</td><td class="left">60 months (Art. 46(1))</td><td>60.0</td><td>298.2</
td><td>0.5</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Madagascar</td><td class="left"
>Yes</td><td class="left">24 months, Art. 8, Code du Travail, 2004.</td><td>24.0
</tr><tr>
<td class="left">Malawi</td><td class="left">Yes
</td><td class="left">No limit</td><td class="left">No Limit</td><td>34.5</td><t
</tr><tr>
<td class="left">Malaysia</td><td class="left">N
</tr><tr>
<td class="left">Maldives</td><td class="left">N
o</td><td class="left">24 months (Article 13.g of the new Employment Act 2008)</
td><td>24.0</td><td>0.0</td><td>0.0</td><td class="left">No</td>
</tr><tr>
<td class="left">Mali</td><td class="left">Yes</
td><td class="left">24 months</td><td>72.0</td><td>62.0</td><td>0.5</td><td clas
s="left">No</td>
</tr><tr>
<td class="left">Malta</td><td class="left">No</
td><td class="left">No limit. However, the law states that a temporary worker sh
all be considered permanent if (i) the employee has been continuously employed u
nder one or several fixed-term contracts for more than 4 years, and (ii) if the
employer cannot provide objective reasons to justify the renewal of such a contr
act for a fixed term.</td><td>48.0</td><td>962.6</td><td>0.4</td><td class="left
">No</td>
</tr><tr>
<td class="left">Marshall Islands</td><td class=
"left">No</td><td class="left">No limit</td><td class="left">No limit</td><td>41
</tr><tr>
<td class="left">Mauritania</td><td class="left"
>No</td><td class="left">24 months - Art. 17 code du travail, 2004</td><td>24.0<
/td><td>103.8</td><td>0.6</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Mauritius</td><td class="left">
No</td><td class="left">24 months</td><td>24.0</td><td>283.4</td><td>0.3</td><td
class="left">Yes</td>
</tr><tr>
<td class="left">Mexico - Mexico City</td><td cl
ass="left">Yes</td><td class="left">No limit</td><td class="left">No limit</td><
td>175.5</td><td>0.1</td><td class="left">No</td>
</tr><tr>
<td class="left">Mexico - Monterrey</td><td clas
s="left">Yes</td><td class="left">No limit</td><td class="left">No limit</td><td
</tr><tr>
<td class="left">Micronesia, Fed. Sts.</td><td c
lass="left">No</td><td class="left">No Limit</td><td class="left">No limit</td><
</tr><tr>
<td class="left">Moldova</td><td class="left">Ye
s</td><td class="left">60 months</td><td class="left">No limit</td><td>121.8</td
</tr><tr>
<td class="left">Mongolia</td><td class="left">N
</tr><tr>
<td class="left">Montenegro</td><td class="left"
>No</td><td class="left">Article 25 of the Labor Code states that an employer ca
nnot conclude one or more fixed term contracts with the same employee if their d
uration, continuously or intermittently, is more than 24 months.</td><td>24.0</t
d><td>248.4</td><td>0.3</td><td class="left">No</td>
</tr><tr>
<td class="left">Morocco</td><td class="left">Ye
s</td><td class="left">Article 17 of the Labour Code provides for a maximum peri
od of 12 months</td><td>12.0</td><td>287.8</td><td>0.8</td><td class="left">Yes<
/td>
</tr><tr>
<td class="left">Mozambique</td><td class="left"
>Yes</td><td class="left">24 months</td><td>72.0</td><td>152.6</td><td>1.5</td><
</tr><tr>
<td class="left">Myanmar</td><td class="left">No
</td><td class="left">There is no limit under the law</td><td class="left">No li
mit</td><td>0.0</td><td>0.0</td><td class="left">No</td>
</tr><tr>
<td class="left">Namibia</td><td class="left">No
</tr><tr>
<td class="left">Nepal</td><td class="left">Yes<
/td><td class="left">No limit</td><td class="left">No limit</td><td>83.9</td><td
</tr><tr>
<td class="left">Netherlands</td><td class="left
">No</td><td class="left">36 months</td><td>36.0</td><td>1,026.8</td><td>0.2</td
><td class="left">Yes</td>
</tr><tr>
<td class="left">New Zealand</td><td class="left
">No</td><td class="left">No limit</td><td class="left">No limit</td><td>2,120.9
</td><td>0.4</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Nicaragua</td><td class="left">
No</td><td class="left">No limit</td><td class="left">No limit</td><td>209.2</td
</tr><tr>
<td class="left">Niger</td><td class="left">Yes<
/td><td class="left">24 months - Art. 60</td><td>48.0</td><td>56.6</td><td>0.7</
</tr><tr>
<td class="left">Nigeria - Lagos</td><td class="

left">No</td><td class="left">No limit</td><td class="left">No limit</td><td>108
.8</td><td>0.2</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Nigeria - Kano</td><td class="l
eft">No</td><td class="left">No limit</td><td class="left">No limit</td><td>108.
8</td><td>0.2</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Norway</td><td class="left">Yes
</td><td class="left">No limit, but after 4 years the employee is regarded as a
permanent employee, and thus enjoy the same job protection (with respect to term
ination provisions etc) as an indefinite term employee (Sect 14-9 para 5 WEA).</
td><td>48.0</td><td>3,721.6</td><td>0.3</td><td class="left">No</td>
</tr><tr>
<td class="left">Oman</td><td class="left">No</t
d><td class="left">No limit</td><td class="left">No Limit</td><td>845.3</td><td>
</tr><tr>
<td class="left">Pakistan - Karachi</td><td clas
s="left">Yes</td><td class="left">9 months</td><td>9.0</td><td>116.7</td><td>0.6
</td><td class="left">No</td>
</tr><tr>
<td class="left">Pakistan - Lahore</td><td class
="left">Yes</td><td class="left">9 months</td><td>9.0</td><td>116.7</td><td>0.6<
/td><td class="left">No</td>
</tr><tr>
<td class="left">Palau</td><td class="left">No</
td><td class="left">24 months</td><td class="left">No Limit</td><td>602.9</td><t
</tr><tr>
<td class="left">Panama</td><td class="left">Yes
</td><td class="left">12 months in general; 36 months for work requiring special
technical preparation (Art. 74)</td><td>12.0</td><td>477.6</td><td>0.3</td><td
class="left">No</td>
</tr><tr>
<td class="left">Papua New Guinea</td><td class=
"left">No</td><td class="left">For attested (written contracts) 24 months if the
employee is unaccompanied by dependants; 36 months if the employee is accompani
ed.
Sect. 22(2) and (4), Employment Act, 1978</td><td class="left">No Limit</td><td>
</tr><tr>
<td class="left">Paraguay</td><td class="left">Y
es</td><td class="left">12 months for laborers; 60 months for employees (Art. 49
)</td><td class="left">No Limit</td><td>398.7</td><td>0.7</td><td class="left">Y
es</td>
</tr><tr>
<td class="left">Peru</td><td class="left">Yes</
td><td class="left">60 months, as provided for by Article 53° and following
, and article 74° of Labor Productivity and Competitiviness Law, T.U.O. of
Legislative Decree N° 728 approved by Supreme Decree N° 003-97-TR.</td
><td>60.0</td><td>269.1</td><td>0.3</td><td class="left">No</td>
</tr><tr>
<td class="left">Philippines</td><td class="left
">No</td><td class="left">No limit</td><td class="left">No limit</td><td>297.8</
td><td>0.6</td><td class="left">No</td>
</tr><tr>
<td class="left">Poland</td><td class="left">No<
/td><td class="left">No limit. However, if a fixed-term contract is signed for e
xtensive period not justified by objective reason, it may be considered as a bre
ach of the so-called rules of social cohabitation. In consequence, the court may
consider the contract as a contract for indefinite period. Art. 25(1) of the Po
lish Labour Code.</td><td class="left">No limit</td><td>545.7</td><td>0.3</td><t
d class="left">Yes</td>
</tr><tr>
<td class="left">Portugal</td><td class="left">Y
es</td><td class="left">Not including any renewals, a single fixed-term contract
has a maximum duration of 36 months. (Article 148 of the Labor Code)</td><td>66
.0</td><td>763.3</td><td>0.3</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Puerto Rico (U.S.)</td><td clas
s="left">No</td><td class="left">No limit</td><td class="left">No Limit</td><td>
1,233.4</td><td>0.5</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Qatar</td><td class="left">No</
td><td class="left">60 months (5 years) - art. 40 Labor Law</td><td class="left"
>No limit</td><td>0.0</td><td>0.0</td><td class="left">No</td>
</tr><tr>
<td class="left">Romania</td><td class="left">Ye
s</td><td class="left">36 months</td><td>60.0</td><td>278.3</td><td>0.2</td><td
</tr><tr>
<td class="left">Russian Federation - Moscow</td
><td class="left">Yes</td><td class="left">60 months</td><td>60.0</td><td>420.7<
</tr><tr>
<td class="left">Russian Federation - Saint Pete
rsburg</td><td class="left">Yes</td><td class="left">60 months</td><td>60.0</td>
<td>264.9</td><td>0.2</td><td class="left">No</td>
</tr><tr>
<td class="left">Rwanda</td><td class="left">No<
/td><td class="left">No limit</td><td class="left">No limit</td><td>0.0</td><td>
</tr><tr>
<td class="left">Samoa</td><td class="left">No</
td><td class="left">No limit</td><td class="left">No Limit</td><td>179.1</td><td
</tr><tr>
<td class="left">San Marino</td><td class="left"
>Yes</td><td class="left">12 months (Contratto Collettivo Chapter 4 Art.20)</td>
<td>18.0</td><td>2,835.1</td><td>0.4</td><td class="left">Yes</td>
</tr><tr>
<td class="left">São Tomé and Prí
ncipe</td><td class="left">Yes</td><td class="left">36 months - Art. 4(3) of Law
No. 6/92.</td><td>36.0</td><td>0.0</td><td>0.0</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Saudi Arabia</td><td class="lef
t">No</td><td class="left">No explicit limit for a single term</td><td class="le
ft">No limit</td><td>0.0</td><td>0.0</td><td class="left">No</td>
</tr><tr>
<td class="left">Senegal</td><td class="left">Ye
s</td><td class="left">24 months</td><td>24.0</td><td>185.6</td><td>1.1</td><td
</tr><tr>
<td class="left">Serbia</td><td class="left">Yes
</td><td class="left">24 months - Art. 37, Labor Law, 2005 (61/2005, 54/2009, 32
/2013 and 75/2014)</td><td>24.0</td><td>234.0</td><td>0.3</td><td class="left">N
o</td>
</tr><tr>
<td class="left">Seychelles</td><td class="left"
>Yes</td><td class="left">No limit when it is linked to the completion of a task

, not expressed in units of time where the limit is 6 months. Sect. 19 (2)</td><
td class="left">No limit</td><td>422.8</td><td>0.3</td><td class="left">No</td>
</tr><tr>
<td class="left">Sierra Leone</td><td class="lef
t">Yes</td><td class="left">12 months - Secs. 8 and 26 of the Employers and Empl
oyed Act</td><td class="left">No limit</td><td>113.4</td><td>1.1</td><td class="
left">No</td>
</tr><tr>
<td class="left">Singapore</td><td class="left">
No</td><td class="left">No limit</td><td class="left">No limit</td><td>0.0</td><
</tr><tr>
<td class="left">Slovak Republic</td><td class="
left">No</td><td class="left">24 months (Art. 48(2))</td><td>24.0</td><td>500.0<
</tr><tr>
<td class="left">Slovenia</td><td class="left">Y
es</td><td class="left">24 months (Art. 55(2))</td><td>24.0</td><td>1,033.2</td>
</tr><tr>
<td class="left">Solomon Islands</td><td class="
left">No</td><td class="left">No limit</td><td class="left">No limit</td><td>120
</tr><tr>
<td class="left">South Africa</td><td class="lef
t">Yes</td><td class="left">There is no prescribed maximum duration.</td><td cla
ss="left">No limit</td><td>308.4</td><td>0.4</td><td class="left">No</td>
</tr><tr>
<td class="left">South Sudan</td><td class="left
">No</td><td class="left">24 months - Art. 29(2), Labor Act of 1997</td><td>48.0
</tr><tr>
<td class="left">Spain</td><td class="left">Yes<
/td><td class="left">It depends on the type of fixed-term contract: (i) for a pa
rticular task or service, the contract terminates when the service or task is co
mpleted with a maximum duration of 36 months (that can be extended up to 12 mont
hs if provided in the relevant collective bargaining agreement); (ii) due to pro
ductivity needs, the maximum duration is 12 months - Art. 15(1) (a) and (b), Wor
kers' Statute</td><td>12.0</td><td>1,126.9</td><td>0.3</td><td class="left">
Yes</td>
</tr><tr>
<td class="left">Sri Lanka</td><td class="left">
No</td><td class="left">No limit</td><td class="left">No limit</td><td>79.3</td>
</tr><tr>
<td class="left">St. Kitts and Nevis</td><td cla
ss="left">No</td><td class="left">No limit - There is no legislation on fixed-te
rm contracts.</td><td class="left">No limit</td><td>570.9</td><td>0.3</td><td cl
ass="left">No</td>
</tr><tr>
<td class="left">St. Lucia</td><td class="left">
No</td><td class="left">24 months</td><td class="left">24 months</td><td>0.0</td
</tr><tr>
<td class="left">St. Vincent and the Grenadines<
/td><td class="left">No</td><td class="left">No limit</td><td class="left">No Li
mit</td><td>237.1</td><td>0.3</td><td class="left">No</td>
</tr><tr>
<td class="left">Sudan</td><td class="left">No</
td><td class="left">24 months - Art. 29(2), Labor Act of 1997</td><td>48.0</td><

</tr><tr>
<td class="left">Suriname</td><td class="left">N
o</td><td class="left">No limit</td><td class="left">No limit</td><td>0.0</td><t
</tr><tr>
<td class="left">Swaziland</td><td class="left">
No</td><td class="left">No limit</td><td class="left">No limit</td><td>166.1</td
</tr><tr>
<td class="left">Sweden</td><td class="left">No<
/td><td class="left">Fixed term contracts are allowed for permanent and temporar
y tasks up to 2 years (24 months)</td><td>24.0</td><td>0.0</td><td>0.0</td><td c
lass="left">Yes</td>
</tr><tr>
<td class="left">Switzerland</td><td class="left
">No</td><td class="left">120 months
There is no maximum duration. However, a fixed-term contract entered into for mo
re than 10 years can be terminated by each party after 10 years with a notice pe
riod of 6 months for the end of a month. In this case, if terminated as soon as
it can be terminated, the agreement will have lasted 126 months. Article 334(3)
CO</td><td>120.0</td><td>0.0</td><td>0.0</td><td class="left">No</td>
</tr><tr>
<td class="left">Syrian Arab Republic</td><td cl
ass="left">No</td><td class="left">5 years. (Art. 54, Labor Law of 2010)</td><t
d>60.0</td><td>75.8</td><td>0.3</td><td class="left">No</td>
</tr><tr>
<td class="left">Taiwan, China</td><td class="le
ft">Yes</td><td class="left">Generally 6 to 12 months, but no limit for a "
specified work" contract if the prior approval of the competent authority h
as been obtained - Art. 6, Enforcement Rules of the Labor Standards Act.</td><td
>12.0</td><td>635.3</td><td>0.2</td><td class="left">No</td>
</tr><tr>
<td class="left">Tajikistan</td><td class="left"
>Yes</td><td class="left">No maximum duration, but must be for more than one yea
r. If in the employment contract (contract) the term of its duration isn't s
tipulated, the contract is considered renewed for an indefinite term and can&#39
;t be renewed for a certain term without consent of the worker Art. 31</td><td c
lass="left">No limit</td><td>49.6</td><td>0.3</td><td class="left">No</td>
</tr><tr>
<td class="left">Tanzania</td><td class="left">Y
es</td><td class="left">0 - Not allowed at all for "our worker" (howev
er, no limit for professionals and managerials cadres.) - Sec. 14(1), Employment
and Labour Relations Act, 2004.
Fixed employment could also be for "a specific task"</td><td class="le
ft">No Limit</td><td>68.2</td><td>0.5</td><td class="left">No</td>
</tr><tr>
<td class="left">Thailand</td><td class="left">Y
es</td><td class="left">No limit</td><td class="left">No limit</td><td>245.4</td
</tr><tr>
<td class="left">Timor-Leste</td><td class="left
">Yes</td><td class="left">36 months, Sec.11.4 Labour Law 4/2012</td><td>36.0</
td><td>112.4</td><td>0.2</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Togo</td><td class="left">Yes</
td><td class="left">48 months selon Art. 43 al. 2 et art. 48, Code du Travail, 2
006.</td><td>48.0</td><td>108.7</td><td>1.2</td><td class="left">No</td>
</tr><tr>
<td class="left">Tonga</td><td class="left">No</

td><td class="left">No limit</td><td class="left">No limit</td><td>0.0</td><td>0
</tr><tr>
<td class="left">Trinidad and Tobago</td><td cla
ss="left">No</td><td class="left">No limit by law. Generally fixed term contract
can be from one month (even less) to as much as five years.</td><td class="left
">No limit</td><td>405.8</td><td>0.2</td><td class="left">No</td>
</tr><tr>
<td class="left">Tunisia</td><td class="left">No
</td><td class="left">48 months including renewals
-Art 6-4(2) labor code</td><td>48.0</td><td>280.6</td><td>0.5</td><td class="lef
t">Yes</td>
</tr><tr>
<td class="left">Turkey</td><td class="left">Yes
</td><td class="left">No limit - Art. 11, Labor Law No. 4857, 2003</td><td class
="left">No limit</td><td>571.4</td><td>0.4</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Uganda</td><td class="left">No<
/td><td class="left">No limit</td><td class="left">No limit</td><td>2.3</td><td>
</tr><tr>
<td class="left">Ukraine</td><td class="left">Ye
s</td><td class="left">No limit. (Except for seasonal works where the duration
or a single fixed-term contract may not exceed the duration of a season--6 month
s at the most.)</td><td class="left">No limit</td><td>119.6</td><td>0.3</td><td
</tr><tr>
<td class="left">United Arab Emirates</td><td cl
ass="left">No</td><td class="left">48 months - Article 38 of the Labor Law</td><
td class="left">No limit</td><td>0.0</td><td>0.0</td><td class="left">No</td>
</tr><tr>
<td class="left">United Kingdom</td><td class="l
eft">No</td><td class="left">No limit, but employees who have worked successive
fixed term contracts for a period of four years or more will become permament em
ployees unless the employer can objectively justify the continued use of a fixed
term arrangements.</td><td class="left">No limit</td><td>1,397.2</td><td>0.3</t
d><td class="left">Yes</td>
</tr><tr>
<td class="left">United States - New York City</
td><td class="left">No</td><td class="left">No limit</td><td class="left">No lim
it</td><td>1,498.7</td><td>0.2</td><td class="left">Yes</td>
</tr><tr>
<td class="left">United States - Los Angeles</td
><td class="left">No</td><td class="left">No limit</td><td class="left">No limit
</td><td>1,541.5</td><td>0.2</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Uruguay</td><td class="left">Ye
s</td><td class="left">There is no legal regulation. However, legal scholars and
judges would probably agree that a contract longer than 12 months will not be a
cceptable, unless there is strong objective need of such term for the employeer
and the term is not intended to merely avoid severance payment.</td><td class="l
eft">No limit</td><td>619.7</td><td>0.3</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Uzbekistan</td><td class="left"
>Yes</td><td class="left">60 months</td><td>60.0</td><td>124.3</td><td>0.5</td><
</tr><tr>
<td class="left">Vanuatu</td><td class="left">No
</td><td class="left">36 - Art. 15</td><td class="left">No limit</td><td>309.1</
td><td>0.7</td><td class="left">No</td>
</tr><tr>
<td class="left">Venezuela, RB</td><td class="le
ft">Yes</td><td class="left">12 months, according to article 62.4 of the Organic
Labor Law</td><td>24.0</td><td>707.4</td><td>0.4</td><td class="left">Yes</td>
</tr><tr>
<td class="left">Vietnam</td><td class="left">No
</td><td class="left">36 - Art. 22.1 of the Labor Code 2012</td><td>72.0</td><td
</tr><tr>
<td class="left">West Bank and Gaza</td><td clas
s="left">No</td><td class="left">24 months - (Art. 25)</td><td>24.0</td><td>377.
</tr><tr>
<td class="left">Yemen, Rep.</td><td class="left
">No</td><td class="left">No limit - Art. 29</td><td class="left">No limit</td><
</tr><tr>
<td class="left">Zambia</td><td class="left">No<
</tr><tr>
<td class="left">Zimbabwe</td><td class="left">N
</tr>
</tbody><tfoot>
</tfoot>
</table>
</div>
<br />
</div>

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to an indefite-term contract (Article 45.5)</td><td>60.0</td><td>133.5</td><td>0

ass="left">No</td><td class="left">No limit</td><td class="left">No limit</td><t

<td class="left">Nigeria - Lagos</td><td class="

>Yes</td><td class="left">No limit when it is linked to the completion of a task

td><td class="left">24 months - Art. 29(2), Labor Act of 1997</td><td>48.0</td><

<td class="left">Tonga</td><td class="left">No</

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