On March 27, 2025, the Ministry of Labor and Social Policies published Circular No. 6/2025, providing the first operational guidance regarding the measures implemented by Law No. 203 of December 13, 2024, known as the “Labor Connected.” The circular outlines some provisions introduced by the law, providing clarifications on various implications of the regulation. Among the provisions discussed, the circular offers clarifications on labor leasing, specifying that the periods of work leasing before January 12, 2025, the effective date of the “Labor Connected,” will not be counted for the purpose of calculating the 24 months after which a permanent employment relationship would be established between the user and the leased worker.
Further clarifications are provided regarding the probationary period for fixed-term contracts. The circular specifies that the duration of the probationary period should be one day of actual work for every 15 calendar days. Regarding the minimum and maximum limits for the probationary period, set respectively at 2 days and 15 days for contracts up to 6 months, and 30 days for contracts longer than 6 months but shorter than 12 months, the circular clarifies that these maximum limits are not negotiable through collective bargaining.
Collective agreements may shorten but not extend these durations, as agreements that provide a shorter probation period are considered more favorable to the worker. Additionally, the Ministry provided clarifications regarding resignation “due to conclusive facts” as regulated by the “Labor Connected.” The circular specifies that the 15 days of unjustified absence required for the validity of resignations represent an unalterable minimum period. Collective bargaining can only extend this period but cannot reduce it.
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