Unlike an employment contract, the existence of a contract may prevent an employer from simply dismissing a worker if the employer suffers a business decline or if the worker does not meet the employer`s initial expectations. Unfortunately, in both cases, it is up to the employer to renegotiate the employment contract with the employee. If you have any questions on this or other employment issues, please contact our work team on 04 472 0020. Different types of agreements can be concluded depending on the job and the company. In the event of dismissal, a worker can most likely prove, on the basis of an employment contract, that an employer did not have an exclusive right to dismissal. In many countries, employment is most often considered a will, allowing the employer to dismiss any worker at a given time, as long as the grounds for dismissal are not an illegal act against the worker. A bewillik contract also works differently, since it allows a worker to retract at any time. A good employment contract allows workers and employers to negotiate key concepts in a new employment agreement, such as wages, benefits, leave and secondary positions such as telecommuting or the use of a company vehicle. Tess and Sorina are labour law specialists who work with employers` and workers` clients on all labour law issues, including disciplinary matters, performance management, personal abuse, restructuring and dismissal, parental leave, health and safety, wage and wage issues, employment contracts and trade restrictions. They are particularly pleased to work with companies to provide thematic training to executives, in order to train them on labour relations issues. Where additional compensation or other consideration is not possible, the employer may notify the worker of a dismissal (or appropriate compensation instead of dismissal) by recognizing that the worker`s continued employment depends on the performance of the employment contract.