Short-term employment is commonly referred to as a short-term mini-job or 70 day job and the 3 month or 70 day rule applies. This means that an employee may work a maximum of 70 days per year (or a maximum of 3 months at a time) as a short-term employee.
Both the three-month rule and the 70-day rule apply. If an employee works 5 days a week, he/she may be employed as a short-term employee for a maximum of 3 months at a time. From the 4th month onwards, he is no longer considered a short-term employee, regardless of whether the 70 days have been reached.
With regard to the 70-day rule, all days worked are added together. For example, if the short-term mini-job lasts for 2 weeks but is not worked at the weekend, the weekend days are not included in the 70 days.
Paid holidays, on the other hand, are counted towards the 70 days. This is because for each full month of employment an employee is entitled to leave amounting to one twelfth of the regular annual leave and these paid leave days count as working days under the 70-day rule. However, if an employee is employed for less than a full month, he or she is not entitled to leave.
A short-term employee is also entitled to continued payment of wages in the event of illness if he or she has been employed in the job for at least 4 weeks. These sick days are also considered working days in relation to the 70-day rule.
It is allowed to have several short-term jobs with one or more employers in one year. However, the total duration of short-term employment may not exceed 70 days per calendar year.
Independent of these short-term mini-jobs, the employee may also have an additional 450 Euro mini-job. Although both the short-term employment and the 450 Euro mini-job are marginal employment, they are different employment relationships, because the 450 euro mini-job is low paid and the short-term mini-job is of short duration independent of pay.