It works both ways usually. If you want to fire an employee you can not do it from one day to another without good reason.
There is also the possibility of an earlier contract end with the agreement of both parties.
What devs are you trying to hire?
There is also the possibility of an earlier contract end with the agreement of both parties.
What devs are you trying to hire?
And if you make a position redundant, you have to pay the employee their notice period.
So as a permanent employee, I'll need a smaller emergency fund if I know that I have three months heads-up if I need to find a new job vs one month or one week.
Abusive behaviour.
(Germany)
Faute grave:
* Being drunk during work hours
* Not coming to work without a reason
* Insubordination (refusing to do work included in your contract)
* Harassment, violence, insults
* Theft on company grounds
Faute lourde:
* Keeping non-striking employees from entering company grounds
* Intentional destruction of company equipment
* Physical violence and death threats against your employer
* Kidnapping colleagues (lol)
* Stealing your employer's clients
* Divulging secret or confidential IP
Like all legal frameworks there is some room for interpretation, I'm not an expert on the matter, it's only a translation of the government website.
I've worked in a few places where occasionally a few bottles of red would be consumed during team lunch so not all companies have the same interpretation of what a fireable offense is.
Gross misconduct (evaluated in laws, usually things like directly acting against the company on purpose, like poaching contracts etc.)
Employee literally breaching the law (one example from Polish law would be turning up drunk or high at work)
This usually only applies for permanent employees, not freelancers.