In English-speaking countries, the fixed-term employment contract is generally characterized by the term fixed (employment) contracts. In this sense, the fixed employment legislation in force in the United Kingdom defines this type of contract as follows: “a contract of employment that, under its provisions determining how it will terminate in the normal course, will terminate (a) on the expiry of a specific term” of the relationship. Therefore, the term fixe-term employee will identify the worker hired by a fixed-term contract (an employee under a fixed contract), precisely to distinguish him from the permanent worker, that is to say from the one who is engaged in an employment contract of indefinite duration (open-ended employment contract). In the European literature too, the concept of a fixed-term contract is often drafted in English with a permanent employment contract:  REPORT FROM THE COMMISSION on the implementation of Council Directive 96/34/EC of June 3rd June 1996 on the framework agreement on parental leave concluded by UNICE, CEEP and the ETUC, eur-lex.europa.eu/LexUriServ/LexUriServ.do?uri=COM:2003:0358:FIN:EN:PDF. The dgs. The 81/2015 mentioned also evokes a “succession of contracts” and the possibility of transforming the fixed-term contract into a contract of indefinite duration in certain circumstances. As far as the succession of contracts is concerned, the concept is usually referred to as successive fixed-term contracts. The same Fixed-term Employees (Prevention of Less Favouable Treatment) Regulations 2002 is used to use this expression with regard to measures to prevent the abuse of this practice: “A collective agreement or an employment agreement … this Regulation in order to prevent abuses due to the use of subsequent firm contracts … . Teaching also speaks of solid contract chains, although this expression is most often used euphemistically.  See, among others, A.
Bronstein, International and Comparative Labour Law – Current Challenges, Palgrave-MacMillan, Geneva 2009. 27 September 2010 (reference for a preliminary ruling from the Cour du travail de Bruxelles – Belgium) – Jhonny Briot v Randstad Interim, Sodexho SA, Council of the European Union, eur-lex.europa.eu/LexUriServ/LexUriServ.do?uri=OJ:C:2010:346:0022:0022:IT:PDF. The term “fixed-term contract” refers to a contract of employment which, because of the characteristics of the service derived from the contract, is or may be determined by a fixed term. The fixed-term contract, which has been the subject of several measures over the years, including the cancellation of the obligation to indicate the cause, was last amended by Decree-Law 81/2015, which provides in Article 19 for the possibility of terminating the duration of the relationship for a maximum period of 36 months. . . .