Time is running out for employers to prepare for the changes in fixed-term employment. In less than a month, from 22 February, fixed-term contracts will be subject to many restrictions. The new regime will also apply to current contracts reaching their end dates after the above date. This seems to be the biggest problem for businesses now.“An agreement that a fixed-term contract should last longer than originally agreed, made during its term, will be considered as the conclusion of a new fixed-term contract commencing on the date following the date on which its termination was supposed to take place originally,” explains attorney-at-law Jolanta Zarzecka-Sawicka from the Labour Law Department of the law firm FKA Furtek Komosa Aleksandrowicz.Objective reasons are a general clause, allowing a high level of interpretative freedom, which can prompt employees to take legal action. Moreover, the employer is obliged to inform the labour inspectorate in written or electronic form of having concluded a longer employment contract, stating the reasons for entering into such a contract. It has to be done within 5 business days of its conclusion. As noted by Jolanta Zarzecka-Sawicka: “It is not known yet if a simple email will suffice.”(...)