国外无期限劳动合同Legislative point of view from abroad， non-fixed term labor contract was unanimously endorsed by the labor contract for the normal， labor relations are the existence of the general form， as long as there is no legal case to terminate the contract unilaterally， labor relations have been continued until retired workers Promulgated by the EU in 1999 on the protection of fixed-term labor contracts of employees Directive (1999/70/EU) clearly states: "No fixed-term labor contracts are the general form of labor relations， contribute to the protection of employee's livelihood， improve their occupational stability treatment and "Since 1982， French labor law clearly stipulates:" The enactment of the labor contract shall not determine the duration "(Labor Code， the law， section 121-5 of the Covenant) Employers and employees should normally be set no fixed deadline for the labor Above the EU regarding the protection of fixed-term labor contracts of employees Directive (1999/70/EU) clearly states: "fixed-term labor contract applicable to special circumstances， by members of the Legislative Council in accordance with the characteristics of the industry groups， in consultation with the views of employers and employees to determine its application the scope of its "French Labor Code provides that fixed-term employment contract only applies to the following circumstances: First， alternative sick leave， maternity leave， such as the suspension of the labor contract employees; are two changes in business activity in the seasonal or jobs on a temporary increase in the application; three are to address the problem of unemployment in some staff to enter into some special labor contracts， such as for long-term unemployed young people and to enter into mutual aid employment， adaptability and access to qualified labor contract (Code of Laws， section 122-1-1 of the Covenant) Code also explicitly cited the two fixed-term employment contract to prohibit the signing of the situation: First， the recruitment of employees by collective labor conflicts alternative (such as a strike) and to suspend the performance of the labor contract employees; two ministerial regulations are listed in a special on dangerous jobs (Article 122-3 of the Covenant) In addition， the duration of fixed-term employment contract and the renewal was also Fixed-term employment contract can only be renewed once the renewal period of the original contract period plus the general should not exceed 18 After the expiry of fixed-term employment contract to continue the existence of labor relations， that is to have no fixed term labor contract relationship; on employers in a number of positions for an employee with a fixed labor contracts and also regarded as non-fixed term labor contract relationship; only because of the seasonal job， made a regular basis regardless of how the renewal of labor contracts are fixed-term employment contract (Article 122-1-2 of the Covenant) British labor law in order to implement the EU directive in 1999 to develop a fixed-term labor contract on the employee's Ordinance (October 1， 2002 come into operation) Under the Ordinance， the fixed-term labor contracts and the renewal of the initial period of total duration of no more than 4 years in More than four years after the labor relations continue to exist， unless the employer has objective reasons to justify the signing of a fixed-term contracts， shall be deemed non-fixed term labor German labor law also requires the promotion of fixed-term labor contracts for periods of not longer than 18 In the United States， both employers and employees what type of labor contract entered into without any coercion， the parties may be at a fixed period and no fixed term labor contract in one， while in Germany， France， on fixed-term labor contracts directly applicable to the case be restricted翻译：从国外立法来看，无固定期限的劳动合同被一致肯定为劳动合同的常态，是劳动关系存续的一般形式，只要不出现法定的单方解除合同的情形，劳动关系就一直接续下去，直到职工退休。欧盟1999年颁布的关于保护固定期限劳动合同雇员的指令（1999/70/EU）明确指出：“无固定期限的劳动合同是劳动关系的一般形式，有助于保护雇员的生活、改善其职业稳定性和工作待遇。”从1982年起，法国劳动法明确规定：“劳动合同的订立不得确定期限”（劳动法典法律编第121－5条）。雇主与雇员通常应当订立无固定期限的劳动合同。 欧盟上述关于保护固定期限劳动合同雇员的指令（1999/70/EU）明确指出：“固定期限的劳动合同适用于特殊情形下，由成员国立法根据行业的特点在征询劳资团体意见后确定其适用范围及其续延。”法国劳动法典规定定期劳动合同只能适用于下列情况之下：一是替代休病假、产假等劳动合同中止的雇员；二是企业经营活动变化时，在季节性或临时增加的工作岗位上适用；三是为解决某些人员失业问题而订立的某些特殊的劳动合同，如针对青年人和长期失业人员而订立的就业互助性、适应性和获得资格性的劳动合同（法典法律编第122－1－1条）。法典还明确列举了两种禁止签订定期劳动合同的情况：一是招聘雇员替代因集体劳动冲突（如罢工）而中止履行劳动合同的雇员；二是部颁规章所列的特别危险的工作岗位上（第122－3条）。此外，定期劳动合同的期限和续订也受到限制。定期劳动合同只能续订一次，续订期限加上原合同期限一般不得超过18个月。定期劳动合同期满后劳动关系继续存续的，即转为无固定期限劳动合同关系；雇主在多个岗位上与某一雇员连续订立定期劳动合同的情况，也视为无固定期限劳动合同关系；只有因季节性工作订立的定期劳动合同不论怎样续订，都是定期劳动合同（第122－1－2条）。英国劳动法为了落实欧盟1999年的指令制定了关于固定期限劳动合同雇员的条例（2002年10月1日起实施）。根据该条例，固定期限劳动合同的初始期限和续延期限总合一般不得超过4年。超过4年后劳动关系继续存在的，除非雇主有客观理由证明需要签订固定期限合同，否则即视为无固定期限的劳动合同关系。德国劳动促进法也要求固定期限劳动合同的期限不得长于18个月。 在美国，对劳资双方签订何种类型劳动合同无任何强制，当事人可在固定期限和无固定期限劳动合同中任选，而在德国、法国，对固定期限劳动合同的适用情形直接予以限制
