To get the best help for your situation, first answer the questions on the guide's start page.
To get the best help for your situation, first answer the questions on the guide's start page.
First decide, whether
The employment relationship is usually permanent unless you want to conclude a fixed-term employment contract with the employee for justified reasons. Such justified reasons may include the seasonal nature of the work or the replacement of a permanent employee.
If you cannot offer full-time work, consider whether the employee should only work part of the day or part of the week. If the amount of work is not fixed, consider searching for an employee to be invited to work when necessary and estimate the minimum and maximum amount of work per week.
In order to find the right employee for your company, you should assess as closely as possible the kinds of tasks you need an employee for.
It is also a good idea to record the tasks in the employment contract so that it is clear to the parties what kind of tasks the employee has been hired for.
Some work requires a permit or authorisation from the occupational safety and health authority. Examples of such work are asbestos removal, blasting and underwater construction.
The occupational safety and health authorities must be notified of the work and they will also supervise the implementation of occupational safety and health.
Apply to the occupational safety and health authority for a derogation if
· you intend to have your employee work at night or in shift work when it is not based on a law or collective agreement
Some work is restricted or prohibited for people under the age of 18 because such work is considered too dangerous or harmful.
Learn which tasks are suitable for young people and which are dangerous:
Before starting and commissioning work that is dangerous for a young person, the employer must submit an advance notification to the occupational safety and health authorities and the young person's guardian. In special cases, the occupational safety and health authority may grant a derogation from the provisions concerning young workers.
A person with partial work ability is generally capable of doing the work they have applied for. However, you should be prepared that sometimes
For more information on acknowledging the needs of employees with partial work ability, see the guide Supporting work ability at workplace.
In apprenticeship training, students should be offered versatile tasks in the field of study and the degree programme as well as an opportunity to participate in the studies included in the degree.
The trainee must be given work assignments that support the trainee's studies. In paid traineeships, the tasks may be independent, but the trainee must always have access to a work supervisor.
The trainee must be given work assignments that support the trainee's studies. In unpaid traineeships, work tasks cannot be difficult or independent, but rather like familiarisation with the work.
The temporary agency usually takes care of searching for an employee on behalf of your company. In order to ensure the employee's adequate professional skills, experience and suitability for the work, you must describe as accurately as possible the professional skills requirements and special features required by the work.
Think as concretely as possible
Also specify which skills are necessary and which skills are additionally useful for success at work. In addition, consider whether the employee's competence is such that the employee could acquire it during the employment relationship.
In some professions, the employee must meet certain requirements. Before concluding an employment contract, remember to check that the employee you have selected has applied for recognition of professional qualifications if he/she works in such a regulated profession.