Employees with a contract of limited duration (annual average) methods, notes and classification

A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts.

• • Age class
    • 00 From 15 to 24 years
    • 01 From 15 to 29 years
    • 02 From 15 to 64 years
    • 03 From 20 to 64 years
    • 04 From 25 to 54 years
    • 05 From 55 to 64 years
  • Labour force and employment status
    • 00 Employed persons with temporary contract
  • Unit of measure
    • 00 Percentage of total employment
  • Sex
    • 0 Total
  • Geopolitical entity (reporting)
    • 000 European Union - 27 countries (from 2020)
    • 001 Euro area – 21 countries (from 2026)
    • 002 Euro area – 20 countries (2023-2025)
    • 003 Belgium
    • 004 Bulgaria
    • 005 Czechia
    • 006 Denmark
    • 007 Germany
    • 008 Estonia
    • 009 Ireland
    • 00a Greece
    • 00b Spain
    • 00c France
    • 00d Croatia
    • 00e Italy
    • 00f Cyprus
    • 00g Latvia
    • 00h Lithuania
    • 00i Luxembourg
    • 00j Hungary
    • 00k Malta
    • 00l Netherlands
    • 00m Austria
    • 00n Poland
    • 00o Portugal
    • 00p Romania
    • 00q Slovenia
    • 00r Slovakia
    • 00s Finland
    • 00t Sweden
    • 00u Iceland
    • 00v Norway
    • 00w Switzerland
    • 00x Bosnia and Herzegovina
    • 00y Montenegro
    • 00z North Macedonia
    • 010 Serbia
    • 011 Türkiye