- D1a1 - What is to be understood by an employment contract?
- D1a2 - What is to be understood by an employment contract of indeterminate duration (CDI)?
- D1a3 - Must the employment contract be recorded in writing?
- D1a4 - Can the existence of a contract be proved without a written record?
- D1a5 - What if no written record has been drawn up?
- D1a6 - What should be done in the event of a refusal by either of the parties to sign the employment contract?
- D1a7 - What particulars must be set out in the employment contract?
- D1a8 - Does the omission of a mandatory information give rise to the nullity of the employment contract?
- D1a9 - When must the employment contract be entered into?
- D1a10 - From what point in time do the stipulations of the employment contract take effect?
- D1a11 - Is a party who is the victim of a unilateral termination of a contract before the start of work entitled to payment of compensation in lieu of notice?
- D1a12 - What is to be understood by an offer or promise of recruitment?
- D1a13 - Can the employment contract be terminated before the commencement of professional activity?
- D1a14 - In what language must the employment contract be drawn up?
- D1a15 - May the employment contract provide for variable working time?
- D1a16 - Is it possible to combine activity as an employee with an activity performed as a corporate officer with different companies?
- D1a17 - Is it possible to combine work as an employee with an activity performed as a corporate officer within the same company?
- D1a18 - Is it possible to combine several activities as an employee?
- D1a19 - May employment contracts be entered into in digital form?
- D1a20 - Are athletes and trainers to be regarded as employees?
