Workers who work more than 8 hours per week and work more than one month are entitled to a written declaration of the employment plan (employment contract) containing all the essential conditions of employment that must be issued within one month of the start of employment. However, it is recommended that an employment contract be developed for all workers. Chilean law does not provide for any regulations regarding the trial period. Instead, the use of fixed-term contracts as de facto trial periods is a market practice for companies. If the worker`s benefit during the initial fixed term is satisfactory to the employer, the employer renews the employment contract with the worker. Trial periods are not regulated and it is common for the trial period to be 1 to 6 months. However, probation officers are generally entitled to seniority security similar to that of full-time workers and non-confirmation of employment during or at the end of the trial period must be done for a fair reason. admissible. Indeterminate contracts are subject to a ceiling of: trial periods are allowed. The employer must agree with the worker of the probation period. As of January 1, 2017, the maximum duration of such a period is six months and may be extended under certain restrictions if the worker is on sick leave or family leave during the probationary period.

Collective agreements may provide for a shorter period of time. For fixed-term contracts, the trial period may be equal to half the duration of the contract, but in any case not more than six months. 8.1 What is the impact of workers` data protection rights on the employment relationship? Can an employer freely transfer workers` data to other countries? An employment contract must be written and indicate the name of the worker and the conditions of employment, including the position, duties, start of employment, place of work, working time, probation, wages, etc. There is no general and legal obligation to execute employment contracts in any given form – that is, they can be written, oral, etc., unless a law or collective agreement is in force and there is something else. Nevertheless, employers are advised to enter into a written employment contract. Written health and safety policy and disciplinary and appeal policy are mandatory. This last point must be made in the employment contract. There are two main types of employment contracts: (i) indeterminate and (ii) fixed-term contracts: it is no longer permissible to enter a trial period into an employment contract, except in an employment contract for students, for temporary work or for acting. Any working relationship with a trial period must be recorded in writing and the trial period must not exceed a single three-month period.

A fixed-term contract cannot have a probationary period, otherwise the trial period is nil. An employment contract must contain basic information about work, such as. B: general dissemination practices, but in all cases, the following employment contracts must be included in the employment contract: written employment contracts are recommended, but are not prescribed by law.