An employment contract provides legal protection for both an employee and the employer. In the event of a dispute, both parties can refer to the initial terms agreed at the beginning of the employment relationship. «The relationship between an employer and an isolated worker is usually a relationship between one power and another that is not a vehicle for power. In its birth, it is an act of submission, in its action it is a condition of subordination, even if submission and submission can be concealed by the indispensable cowardice of the legal spirit called the «employment contract». The main concern of labour law was, and… will always be a counter-power to counter the inequality of bargaining power inherent in the working relationship and inherent.  Terminology is made difficult by the use of many other types of contracts involving one person working for another. Instead of being considered a «worker,» the person could be considered a «worker» (which could mean less protection of work) or a «work relationship» (which could mean protection somewhere in between) or a «professional» or a «salaried contractor,» etc. Several countries will adopt more or less sophisticated or complex approaches to this area. An employment contract must provide at least the same minimum or more than the legal minimum set by national employment standards (NES) or the corresponding award, company or other registered agreement. It is important to ensure that you are able to respect all parts of the written agreement. If the z.B. contract requires you to at least stay in the workplace, make sure you can meet the requirement. The consequences for the misclassification of workers can be serious.
Make sure you understand the differences between an independent contractor and an employee. Employees can prove that a tacit contract has been entered into by indicating the company`s actions, statements, policies and practices that lead them to believe that the promise would be fulfilled. For workers, contracts help clarify the details of their employment and have a reference point for the terms of that job. They can also go to the assistance treaty if they ever feel that their work goes beyond what was originally agreed. Different types of agreements can be concluded depending on the job and the company. According to some legal experts, the employment contract generally refers to a relationship between economic dependence and social subordination. According to Sir Otto Kahn-Freund, a controversial labour lawyer, an employment contract is generally defined as a «service contract.»  A service contract historically differs from a service contract whose term has been changed to include the dividing line between an «employee» and an «independent». The purpose of the demarcation line is to allocate rights to certain types of people working for others. This could be the right to the minimum wage, leave pay, sick leave, fair dismissal, a written declaration of the contract, the right to organize in a union, etc. It is assumed that the self-employed should be able to take care of their own affairs and therefore should not be obliged for others to take care of those rights.