Employment period: Overview, definition, and example
What is employment period?
Employment period refers to the length of time an employee is expected to work under an employment agreement. It defines the start date, and in some cases, the end date of employment. The period can be fixed-term (e.g., one year) or open-ended (ongoing until terminated).
Why is employment period important?
This section sets clear expectations about how long the employment relationship is intended to last. In fixed-term roles, it helps both parties plan ahead—whether it’s for a project, seasonal work, or a probationary period. In open-ended roles, it still establishes the official start date, which can affect benefits, notice periods, and termination rights. Without clear language, there may be confusion about when employment began or whether the role is permanent.
Understanding employment period through an example
An event company hires a marketing coordinator for a 6-month contract tied to a product launch. The contract states that employment will begin on May 1 and end automatically on October 31 unless extended in writing. This allows both sides to treat the role as temporary, with no obligation to continue beyond that date unless they renegotiate.
In another case, a full-time employee is hired without a fixed end date, but the contract still states the employment begins on March 15 and continues until either party ends the relationship under the termination section.
Example of an employment period clause
Here's how an employment period clause may look like in a contract:
Employment shall commence on [Start Date] and shall continue until terminated by either party in accordance with the terms of this agreement. If the employment is for a fixed term, the agreement shall automatically end on [End Date] unless extended in writing by mutual agreement.
Conclusion
The employment period clause provides clarity on the nature and duration of the job. Whether the role is temporary or ongoing, setting clear dates helps avoid misunderstandings and gives both the employer and employee a defined starting point for all rights and obligations.
This article contains general legal information and does not contain legal advice. Cobrief is not a law firm or a substitute for an attorney or law firm. The law is complex and changes often. For legal advice, please ask a lawyer.