How is it different from a regular permanent contract?

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The fixed-discontinuous contract is still a type of indefinite contract , since both are signed for an indefinite period of time (they have no end date in sight).

The main difference between the two is that ordinary permanent workers carry out their work continuously, while fixed-term workers do so intermittently.

It is inherent to the fixed-discontinuous contract that there is discontinuity in the exercise of work activity, that is, time intervals in which services are not provided because there is no work to attend to depending on the time of year.

What should the employer take into account? That the fixed-discontinuous contract can only be concluded in certain cases:

Assumptions whose discontinuity is predetermined by external factors.
Assumptions whose discontinuity is predetermined for reasons intrinsic pakistan mobile phone number data to the agreed service program itself.
Assumptions whose discontinuity is defined by the fluctuations of the client companies.
Public sector.
Temporary contract due to production circumstances
This is the first type of temporary contract we mention in this post. It allows companies to hire workers for a certain period of time to cover a temporary and unforeseeable increase in activity.

In what situations can a temporary contract be concluded due to production circumstances? To conclude a temporary contract, the reason for the temporary nature must be stated , indicating the reason that enables the temporary contract, the circumstances that justify it, as well as its connection with the expected duration.

Specifically, the contract for production circumstances can be concluded if one of these two situations exists:

1- Contract for occasional and unforeseeable circumstances : the reason for temporary employment that justifies the celebration of this type of contract is the occasional and unforeseeable increase in activity and fluctuations in demand, including the normal activity of the company, which generate a temporary mismatch between the stable employment available and that which is required.

It has a maximum duration of 6 months, extendable to 12 (via negotiation in a sector agreement).
2- Contract for occasional and foreseeable circumstances : the second reason that may justify the celebration of this contract is occasional, foreseeable situations that have a short and clearly defined duration. Companies can use this type of contract for a maximum of 90 non-continuous days in the calendar year.

Here we provide you with much more information about these types of temporary contracts:
temporary contract due to production circumstances

Temporary replacement contract
Before the labor reform, this contract was known as a “temporary contract” and was formalized to:

To replace a worker with the right to a reserved job (temporary disability, maternity, paternity, leave of absence, etc.), in which case the contract may be brought forward up to 15 days before the person to be replaced is absent. In other words, a maximum period of 15 days is established in which the substitute and the person replaced may overlap their provision of services at the start of the replacement contract in order to guarantee work performance.
Completing the reduced working day (for legal or conventional reasons) for another worker.
Temporarily cover a job position during the selection or promotion process for its definitive coverage by means of a permanent contract, in which case the contract may not last more than 3 months, or the shorter period established by the agreement, nor may it be signed again for the same purpose once this maximum duration has been exceeded.

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