What measures must be taken to prevent abuse arising from successive fixed-term contracts?

To prevent abuse arising from successive fixed-term contracts, it is essential to implement measures that set clear limits on renewals and the total duration of such contracts. This approach addresses the potential for employers to exploit fixed-term contracts by repeatedly renewing them without a valid reason, thereby denying workers the stability and benefits associated with permanent employment.

By establishing strict guidelines for how many times a contract can be renewed and the maximum duration of these contracts, labor laws ensure that workers do not remain in a state of uncertainty or temporary employment indefinitely. This promotes job security and encourages employers to offer permanent positions where appropriate, allowing workers to gain the full benefits tied to long-term employment.

While other options like providing bonuses or offering permanent contracts after a specific period may contribute positively to worker morale or enhance job security, they do not directly address the fundamental issue of contract renewals. Additionally, allowing employers to terminate contracts at will could exacerbate job instability rather than mitigate it, making it counterproductive to the goal of protecting workers from the potential pitfalls of successive fixed-term contracts. Setting clear limits is therefore the most effective strategy in preventing abuse in this context.