- It goes without saying that in case of illness, leave and the like is not always possible for the

- I am employed on a temporary contract, filling in for an employee on maternity leave. In my employment contract states that "The employment relationship is valid as long NN is on maternity leave. Employment terminated without prior notice when NN ends her maternity leave."
- A maternity leave can last 9-46 weeks, plus any additional resort. I have been told verbally that it is about approx. one year, but this is in my opinion too vague, and should matter been documented in the employment contract, says a reader.
- Not always rashes possible to be more precise According to attorney Joakim Marstrander rashes from Vogt & Wiig Law Firm is appropriate that in all contracts for temporary employment must be informed of the expected duration, see 6.14 e).
The contract in question here is the identification formulated so that "employment for as long as NN is on maternity leave. Employment terminated without prior notice when NN ends her maternity leave."
- It goes without saying that in case of illness, leave and the like is not always possible for the employer rashes to specify a more completely accurate time stamps in advance. The wording of 14.6 s) can not be interpreted as a requirement to set a more specific timeframe than is justified, says Marstrander.
- Totally OK in such cases the Attorney General points out that many employers, in the absence of more tangible evidence, therefore use formulations that are anchored in the events that will terminate employment, rather than a specific timeframe.
- It may be, for example formulations "until the mission is completed," "when NN is back from sick leave" - or the employer has used. I think this is quite OK for such cases, he said.
- But is it so that an employer has promised duration Vicariate of at least one year, should also this factor is included in the employment contract. For such a case, I invoked 6.14 e), end Marstrander opposite OBI-line.
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