Quick legal advice
Temporary jobs are often arranged under a contract of employment (CBA) or a contract of employment (CTO). Each type of agreement has different rules – and with it different possibilities to take holidays or leave. So it depends on what kind of contractual relationship you have.
If you are on a work agreement, the Labour Code does not explicitly grant the right to leave. In practice, this means that a temporary worker on a FTC is not entitled to paid leave. While he or she may agree with the contractor to take time off, he or she will not be entitled to pay for that period unless the parties have expressly agreed to do so. The situation is different in the case of an employment agreement – there, the employment relationship is already subject to certain provisions on working time and remuneration, including holiday entitlement if the employment relationship lasts longer than four weeks and a specified number of hours are worked.
In addition to holiday, a temporary worker can request compensatory time off for overtime work if he or she performs such work and the agreement allows it. However, it always depends on the specific contract and the agreement with the “employer”. Therefore, it is advisable to read the terms carefully when entering into an agreement and, if necessary, agree on the possibility of taking time off in advance.
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