Can they keep me on chained temporary contracts?
Not indefinitely: the temporary contract is exceptional and causal. After the labour reform, the general rule is the permanent contract: the temporary contract is only possible for a justified, set cause (production circumstances, unforeseeable or occasional, or replacement of a worker), and must state that cause. It can't be used to cover permanent needs. Also, chaining temporary contracts has limits: anyone employed, with or without interruption, for more than 18 months in a 24-month period (in the same or a different post, with two or more contracts for production circumstances) becomes permanent. A temporary contract with no cause or in fraud of law is also deemed permanent.
📋 The rules
- General rule: permanent contract
- Temporary only for a justified cause (production or replacement)
- Must state the cause; not for permanent needs
- Chaining >18 months in 24: becomes permanent
- Temporary with no cause or in fraud: deemed permanent
🔓 Exceptions
- Training contracts (internship or training): their own regime
- Permanent-seasonal contracts: for seasonal or intermittent work
- Replacement: tied to the specific absence of the person replaced
⚠️ Penalties & fines
Improper use of temporary work has consequences: a temporary contract without a valid cause, badly formalised or that chains beyond the limits is deemed permanent, and its unfair termination would entitle you to compensation. The Labour Inspectorate can sanction the company for each fraudulent temporary contract, with fines that have been toughened. If you think your temporary status is fraudulent, keep the contracts and payslips and you can claim recognition of permanent status at the labour court. The contract's cause must always be in writing.
📎 Official sources
- BOE · Workers' Statute (fixed-term contracts, art. 15) →
- Ministry of Labour · Employment contracts →
- Administración · Types of contract →
❓ Frequently asked
Can they keep me on chained temporary contracts?
Not indefinitely. The temporary contract is exceptional and must have a justified cause. If you chain contracts for production circumstances for more than 18 months in a 24-month period, you become a permanent worker by law.
When does a temporary contract become permanent?
When it exceeds the chaining limits (more than 18 months in 24 with two or more contracts for production circumstances), when it has no valid cause or when it's used in fraud of law to cover a permanent need. In those cases, the contract is deemed permanent.
What causes allow a temporary contract?
After the reform, only two main cases: production circumstances (unforeseeable or occasional increases in activity) and replacement of a worker (e.g. during sick leave). The contract must precisely state the cause that justifies it.
What if I think my contract is fraudulent?
Keep your contracts and payslips and you can claim recognition of permanent status at the labour court. The Labour Inspectorate can also act and sanction the company for each temporary contract in fraud of law.
Does the permanent-seasonal contract exist?
Yes. The permanent-seasonal contract is a permanent contract for seasonal or intermittent work that recurs. It's the figure intended for those needs, instead of chaining temporary contracts, and gives the worker continuity and recall rights.
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