Taking a permanent job abroad

Permanent contract abroad: why “permanent” can be misleading

When a job advert mentions a permanent contract, it describes an employment relationship with no end date. The protection that comes with it, however, depends entirely on the country. In some systems, termination is tightly regulated; in others, it is possible with simple notice and no detailed reason.

So do not assume your job will be as secure as the one you are leaving. Ask for the contract text, find out which law applies and read up on the local dismissal rules. A translated job title, such as “permanent contract” or “unbefristeter Vertrag”, tells you nothing about the guarantees you actually get.

Probation, notice and termination: three clauses to read first

A probation period is a window during which either side can end the contract more easily. Its length, any renewal and the notice that applies vary by country and sometimes by seniority. Read it carefully, because this is when your position is at its weakest.

Next, look at the notice you owe and the notice the employer owes, whether the employer can release you from working it, any severance payment and the procedure to follow if the contract ends. If you are giving up a stable job to move, work out what you risk if the position ends quickly and build a financial cushion.

Finally, note how soon your last salary and any unused holiday are paid when you leave. This is rarely discussed at the hiring stage and often causes trouble at the exit.

• Length and renewal conditions of the probation period
• Notice periods for both sides and any release from work
• Grounds for termination and the procedure that applies
• Any severance or leaving payment

Who is your real employer, and where will you actually work?

A contract may be signed with a local subsidiary, a foreign parent company, an agency or a payroll provider. That difference determines the applicable law, where social contributions are paid and how you are taxed. Check the exact name and address of the company that signs.

Also check the place of work written into the contract. A job advertised in one city may involve travel or compulsory internal moves. Ask whether the employer can transfer you, under what conditions and with what compensation. This clause matters a great deal if you have relocated with a family.

Questions about the day-to-day job: team, tasks and progression

A permanent contract only makes sense if the daily work suits you. Ask to meet your future manager, and find out the size of the team, the recurring tasks, the tools and the current projects. Ask about staff turnover and why the position is open.

Have the recruiter spell out the progression on offer, whether training, a pay review or a wider remit. Vague promises are not worth a written plan. A recruiter who describes concrete steps and a believable timetable inspires more trust than a general speech about career prospects.

Written benefits versus promised benefits

Beyond salary, a permanent contract may include supplementary health insurance, a company pension scheme, extra leave, a car or profit sharing. Only benefits in writing bind the employer. Ask for them in black and white and read the eligibility conditions.

Then compare their real value with what you have at home. A company pension is worth little if it vests only after many years of service. Health cover with a high personal contribution can be expensive. Price each line separately before you decide.

Does the job fit your relocation plan? Visas and family

Stable employment often makes it easier to obtain a residence permit, find a home or open a bank account, although these effects vary by country. Ask the employer which letters and documents it will provide, and on what conditions your permit is tied to this job.

If changing employer would cost you your right to stay, the security is weaker than the label suggests. Check with the country’s immigration authority. Think about your family as well: residence rights for relatives, schooling, your partner’s employment and health cover.

Negotiate before you sign, not after you arrive

You have the most leverage at the offer stage, before you resign or move. Prepare a short list of points: salary, start date, relocation support, remote working and training. Negotiate calmly, offering reasons rather than pressure.

Get the final version of the contract in writing and read all of it. Have it reviewed if the local law is unfamiliar to you. Specialist agencies such as Michael Page or Hays can shed light on the market, and the Your Europe portal helps explain mobility rules inside the European Union.

Remember that negotiation is not only about pay: a flexible start date, a number of remote days or a training budget can matter just as much. Avoid issuing an ultimatum and give the employer time to consult its internal departments, which often reply more slowly than the recruiter.

Your first months on the job: securing what was promised

Once you have arrived, keep your documents: the signed contract, payslips, insurance certificate and messages about your terms. Note any verbal commitments and ask for written confirmation by message. This habit protects you if your contact at the company changes.

Schedule a review with your manager at the end of the first month and again at the end of probation. Use these meetings to check that objectives, workload and onboarding match what you were told. If a gap appears, raise it quickly and keep a note of the answers you receive.