A contract or employment relationship can be indefinite or temporary.

1. If there are no objective criteria for the termination of a contract, it must be considered as indefinite, regardless of whether it is exercised continuously or intermittently. These contracts do not terminate unless a dismissal occurs that interrupts them. This category includes the employment relationship of public officials, which, although it does not entail a labor contract, can be assimilated to indefinite duration contracts.

Fixed contracts imply that the worker has continuous employment, which is only interrupted by vacations, temporary leave, licenses, or other extraordinary causes.

Fixed-discontinuous contracts mean that the worker, although they have a permanent job (and will continue to have it without the need for new contracts), does not work continuously because there is only work to be done during certain seasons or discontinuous periods.

Fixed-term contracts imply that the worker, although they have a fixed job (and will continue to have it without the need for new contracts), does not undertake it continuously because there is only work to be done in certain seasons or discontinuous periods.

2. In general terms, a contract can be defined as temporary when the end of the contract is determined by objective conditions, such as the expiration of a certain period, the completion of a specific task, the return of an employee who had been temporarily replaced, the completion of a training or internship period, or the substitution of the work portion not carried out by partially retired individuals. In the case of a fixed-term employment contract, the corresponding conditions for its termination are generally mentioned in the contract.