La théorie générale des obligations contractuelles ne traite de la rupture du contrat qu’au travers de la résolution. Elle n’évoque pas non plus la notion de durée du contrat. L’attention des juristes français est ainsi essentiellement portée sur la résolution pour inexécution et sur la résiliation unilatérale fautive du contrat à durée indéterminée. Une autre présentation, plus neutre, est possible : il s’agit d’étudier la sortie du contrat et, plus particulièrement, la possibilité offerte aux parties de prévoir la sortie anticipée de leurs relations contractuelles.Il est alors possible de se rendre compte que la pratique, face aux lacunes de la théorie générale, a su adapter l’existant afin de prendre en compte l’évolution du contrat depuis le début du XIXème siècle. De nombreuses clauses, qui permettent à un contractant de sortir de manière anticipée du contrat, se sont ainsi développées sous des appellations diverses et sont aujourd’hui présentes dans tous les contrats. L’analyse de la jurisprudence fait apparaître que le contentieux qui en résulte, non seulement porte sur des problèmes communs, mais tend à apporter des solutions communes ; à tout le moins perçoit-on la nécessité d’un traitement unitaire. L’étude, repoussant la distinction classique entre la résolution et la résiliation, recherche l’existence d’une unité, cherche à vérifier l’existence de la clause de sortie qui instituerait une faculté de sortir de manière anticipée d’une relation conclue pour une durée déterminée. Pour cela, la clause de sortie est appréhendée comme toute autre clause « autonome ».Dans un premier temps, il faut démontrer l’existence d’un objectif commun de validité. Il est question tout d’abord de faire ressortir la fonction commune des clauses, qui est de prémunir le titulaire de la faculté de sortie contre une atteinte à son intérêt. L’unité se poursuit dans la nature de la clause : issue d’un accord des parties, elle met en place un droit potestatif. Elle prend alors les traits d’une condition résolutoire « moderne », adaptation contemporaine de la modalité de l’obligation prévue par le Code civil.Dans un second temps, une fois qu’elles sont valablement prévues, les clauses de sortie doivent encore répondre à un objectif commun d’efficacité : la sortie s’exerce par acte unilatéral et obéit alors aux règles applicables à ce dernier. Au-delà de ce régime, on peut se rendre compte qu’il existe des modalités communes à toutes les clauses de sortie. Les effets des clauses de sortie, enfin, présentent ou doivent présenter une certaine unité, que la sortie mise en œuvre soit réussie ou qu’elle soit « manquée ». / The general theory of the contractual obligations treats breach of contract only through the “résolution”. It does not mention either the concept of duration of the contract. The attention of the French jurists is mainly focused on the cancellation for non-fulfilment and the offending termination of the agreement without any term. Another presentation, more neutral, is however possible, studying the exit of the contract and, more particularly, the opportunity given to the contracting parties to envisage the exit of their contractual relations.Then it is possible to realize that the practice, against the gaps of the general theory, knew to adapt existing concepts in order to take into consideration the evolution of the contract since the beginning of the 19th century. Thus many clauses, which make it possible to one of the contracting parties to leave the contract, developed under various names and are today present in all the contracts. The analysis of jurisprudence reveals that the litigations which result from it, not only relate to common problems, but also tend to bring common solutions ; at the very least, one perceives the need for a unit treatment. The study, pushing back the classical distinction between the “résolution” and the “résiliation”, seeks the existence of a unit, seeks to check the existence of the exit clause which would institute a faculty to leave in a way anticipated of a relation concluded for one limited duration. For that purpose, the exit clause is approached like any other “autonomous” clause.Initially, it is necessary to show the existence of a common objective of validity. It is question first of all of emphasizing the common function of the clauses, which is to secure the holder of the faculty of exit against a loss of interest. The unit continues in the nature of the clause: resulting from an agreement of the parties, it sets up a “potestative” right. It then takes the features of a “modern” “resolutive condition”, contemporary adaptation of the condition of the obligation envisaged by the Civil code.In the second time, once they are validly provided, the clauses of exit must meet a common aim of effectiveness : the exit is exerted by unilateral act and then obeys the rules applicable in this case. Beyond this mode, one can realize that there exist common conditions to all the clauses of exit. The effects of these clauses, finally, present or must present a certain unit, whether the exit put in work is successful or that it failed.

In this article, the author analyses whether Peruvian labor law permit the incorporation of a resolutive condition in undetermined contracts of employment. To do so, the author annotates a particular case of Peru, as well as some judgments of the Spanish Court of Justice. / En el presente artículo, la autora analiza si a la luz de las normas laborales que regulan las causales de extinción de los contratos de trabajo, es posible que las partes puedan incorporar válidamente una condición resolutoria en contratos a plazo indeterminado. Para ello, comenta un caso particular peruano, así como algunos pronunciamientos del Tribunal Supremo español.

The use of temporary employment services as a means to achieve flexibility in die labour market led to various complications due to a lack of proper regulation. The atypical formation of the triangular employment relationship, limited rights and less favourable employment conditions of the temporary employees, multiple authority figures and their liabilities under various circumstances and the impact thereof on such employee’ collective bargaining rights caused legal uncertainty in the absence of sufficient legislation to govern it. Temporary employment agencies developed certain methods in order to evade the restrictive labour legislation and employer duties imposed on them, namely by making use of automatic termination clauses (resolutive conditions) and by categorising the temporary employee as an independent contractor. Last mentioned would effectively exclude the temporary employee from labour legislation and the protection it provides. In reaction to abovementioned problems, trade unions have been objecting to the use of temporary employment agencies and went as far as demanding the total ban thereof. This raised the question in the South African Government whether said agencies should indeed be banned. The other option is a less restrictive approach and entails the attempt to regulate these agencies by amending the current labour legislation in order to accommodate temporary employment services. In light of the fact that various proposals to amend the current South African labour legislation (especially with regard to temporary employment services) have been published in the Government Gazette, it can be deduced that the social partners ultimately chose to regulate temporary employment agencies rather than ban them altogether. From an early stage the International Labour Organisation (ILO) provided rules and regulations for the management of employment agencies in general by way of conventions and recommendations. In 1997, in order to give effect to the labour standards identified by it, the ILO brought the Private Employment Agencies Convention into existence. This document could be applied to all temporary employment agencies on an international level. This document provides for administrative regulations, the duties of the agency and the client as well as the rights of the temporary employees concerned. The ILO recommends that all of its member states incorporate the principles contained within this document in their own legislation. Temporary employment services are also used in other legal systems. For purposes of this study, the English law (United Kingdom (UK)) and the Namibian law will be scrutinised. Similar issues to those recognised in the South African law have been identified in these countries. However, each has approached said problems in different ways. The Namibian Government banned the conducting and provision of these services by way of legislation in 2007. The constitutionality of the ban has however been questioned by the Supreme Court of Namibia, after which it had been found to infringe upon the fundamental freedom to carry on any business, trade or occupation. The ban was struck down as unconstitutional. The Namibian Government has since promulgated new legislation in which it removed the ban and replaced it with numerous amendments providing for the regulation of temporary employment services. Since 1973 the UK has been promulgating various instruments for the thorough regulation of temporary employment agencies. These instruments provide for the management of temporary employment agencies and the rights of the employees involved. The relevant legislative instruments have been updated regularly with the purpose of ensuring that the needs of all the parties concerned are met. The UK, as a member state of the European Union (EU), (which has also been providing for the regulation of temporary employment services in various directives), promulgated legislation specifically with the aim to give effect to the principles in the mentioned directives. By way of doctrines and the creation of a third category ―worker‖ the UK has been attempting to prevent any loopholes in their legal system with regard to temporary employment services and the rights of the employees involved. The aim of this study is to investigate all the important complications experienced with temporary employment agencies in order to indicate the impact the atypical circumstances have on the rights of the temporary employees. The degree to which, if at all, the South African law complies with the preferred labour standards identified by the ILO will be pointed out. A comparative study will be conducted, first by ascertaining in detail how the comparable issues in the UK and Namibian law are dealt with, and second by identifying which aspects in these legal systems could be of value to the South African law. Finally the potential effectiveness of the proposed amendments to the South African labour legislation will be analysed, during which recommendations for the unresolved issues will be provided. The recommendations are mainly aimed at achieving sufficient rights and legal certainty for the temporary employees associated with temporary employment agencies. / Thesis (PhD (Law))--North-West University, Potchefstroom Campus, 2013.

The use of temporary employment services as a means to achieve flexibility in die labour market led to various complications due to a lack of proper regulation. The atypical formation of the triangular employment relationship, limited rights and less favourable employment conditions of the temporary employees, multiple authority figures and their liabilities under various circumstances and the impact thereof on such employee’ collective bargaining rights caused legal uncertainty in the absence of sufficient legislation to govern it. Temporary employment agencies developed certain methods in order to evade the restrictive labour legislation and employer duties imposed on them, namely by making use of automatic termination clauses (resolutive conditions) and by categorising the temporary employee as an independent contractor. Last mentioned would effectively exclude the temporary employee from labour legislation and the protection it provides. In reaction to abovementioned problems, trade unions have been objecting to the use of temporary employment agencies and went as far as demanding the total ban thereof. This raised the question in the South African Government whether said agencies should indeed be banned. The other option is a less restrictive approach and entails the attempt to regulate these agencies by amending the current labour legislation in order to accommodate temporary employment services. In light of the fact that various proposals to amend the current South African labour legislation (especially with regard to temporary employment services) have been published in the Government Gazette, it can be deduced that the social partners ultimately chose to regulate temporary employment agencies rather than ban them altogether. From an early stage the International Labour Organisation (ILO) provided rules and regulations for the management of employment agencies in general by way of conventions and recommendations. In 1997, in order to give effect to the labour standards identified by it, the ILO brought the Private Employment Agencies Convention into existence. This document could be applied to all temporary employment agencies on an international level. This document provides for administrative regulations, the duties of the agency and the client as well as the rights of the temporary employees concerned. The ILO recommends that all of its member states incorporate the principles contained within this document in their own legislation. Temporary employment services are also used in other legal systems. For purposes of this study, the English law (United Kingdom (UK)) and the Namibian law will be scrutinised. Similar issues to those recognised in the South African law have been identified in these countries. However, each has approached said problems in different ways. The Namibian Government banned the conducting and provision of these services by way of legislation in 2007. The constitutionality of the ban has however been questioned by the Supreme Court of Namibia, after which it had been found to infringe upon the fundamental freedom to carry on any business, trade or occupation. The ban was struck down as unconstitutional. The Namibian Government has since promulgated new legislation in which it removed the ban and replaced it with numerous amendments providing for the regulation of temporary employment services. Since 1973 the UK has been promulgating various instruments for the thorough regulation of temporary employment agencies. These instruments provide for the management of temporary employment agencies and the rights of the employees involved. The relevant legislative instruments have been updated regularly with the purpose of ensuring that the needs of all the parties concerned are met. The UK, as a member state of the European Union (EU), (which has also been providing for the regulation of temporary employment services in various directives), promulgated legislation specifically with the aim to give effect to the principles in the mentioned directives. By way of doctrines and the creation of a third category ―worker‖ the UK has been attempting to prevent any loopholes in their legal system with regard to temporary employment services and the rights of the employees involved. The aim of this study is to investigate all the important complications experienced with temporary employment agencies in order to indicate the impact the atypical circumstances have on the rights of the temporary employees. The degree to which, if at all, the South African law complies with the preferred labour standards identified by the ILO will be pointed out. A comparative study will be conducted, first by ascertaining in detail how the comparable issues in the UK and Namibian law are dealt with, and second by identifying which aspects in these legal systems could be of value to the South African law. Finally the potential effectiveness of the proposed amendments to the South African labour legislation will be analysed, during which recommendations for the unresolved issues will be provided. The recommendations are mainly aimed at achieving sufficient rights and legal certainty for the temporary employees associated with temporary employment agencies. / Thesis (PhD (Law))--North-West University, Potchefstroom Campus, 2013.