Labor relations arise on the basis of a written contract. Each personnel officer, one way or another, deals with this document and must know the order in which the conclusion of an employment contract, the types of employment contracts, and the list of requisites and conditions for inclusion are made. The order of registration is governed by chapter 11 of the Labor Code of the Russian Federation, the content is article 57 of the Labor Code of the Russian Federation. And the existing types of employment contract and their features should be considered separately in detail. Concept and types of employment contracts An employment contract is an agreement between an employee and an employer that establishes the rights and obligations of the parties. There are different types of employment contracts on the terms of action, the nature of the relationship being established, the legal status of employees and other characteristics. For example, in the category to which the employer belongs: individual entrepreneur (PI); legal entity (LLC, CJSC, OJSC, etc.); non-individual person. The legal status of the employee can also be used for classification purposes. Taking into account this feature, the following types of employment contract (briefly) are distinguished: with foreigners; with minors; with employees who have family responsibilities; with stateless persons, etc. But most often in personnel practice, a classification is applied according to the nature of the employment relationship and the duration of the agreements. Employment agreement: types according to the nature of the relationship The conditions specified in the contract indicate the nature of the relationship between the employee and the employer. For example, it determines whether an employee is accepted for a main job or works on a part-time job. There are other categories of workers - homeworkers who perform work at the place of residence, seasonal workers, temporary staff. Types of an employment contract for the duration of an employment agreement is indefinite or fixed, and the second is concluded only by mutual agreement or in cases precluding the possibility of indefinite relations (Article 58 of the Labor Code of the Russian Federation). Like other types of employment contract, fixed-term employment contract contains a list of mandatory information and conditions, but it also adds a condition of urgency. It is not enough to simply indicate the date of the forthcoming dismissal - you also need to justify it, based on the provisions of article 59 of the Labor Code of the Russian Federation. If the validity period is not specified in the document, the agreements are automatically regarded as indefinite.