A fixed-term contract ends automatically on a set date with no need for notice. The German Part-Time and Fixed-Term Act (TzBfG) defines the permitted variants. There are fixed-term contracts without an objective reason – capped at two years and renewable at most three times in that period – and contracts with a justified reason (for example a leave cover, a project assignment or a trial role), which can run considerably longer.
For employees, fixed terms are double-edged: they enable entry into organisations that might otherwise not advertise a role, but they weaken planning security. Important protective mechanisms are the prohibition on prior employment (a fixed-term contract without a reason is generally not permissible if a previous employment existed) and the right to challenge formal mistakes through a permanence claim.
Fixed-term contracts are particularly common in the German public sector, often linked to third-party-funded projects, parental-leave covers or the Academic Fixed-Term Contract Act (WissZeitVG). Candidates moving in should examine duration carefully and negotiate extension options where possible.
Lunigi flags fixed-term status in profiles, so candidates can target permanent or long-running roles.