"Over the past ten years, the EU has been seeking ways to increase the adaptability of employees and enterprises and the flexibility of labour markets. Since 2006, the keyword has been flexicurity, and the implementation of this concept is intended to achieve the desired changes in labour relations. Accordingly, Estonia has attempted to reform labour relations in the light of the idea of flexicurity and adopted the Employment Contracts Act in 2008. This law comprises several amendments, the aim of which is to make labour relations more secure and flexible. This article focuses on the reforms that have had the greatest impact on the functioning of labour relations: the form of employment contracts; entering into and termination of fixed-term employment contracts; the employer's obligation to provide training; the employer's right to reduce wages; and the termination of the employment contact at the initiative of the employer. The author analyses whether the implementation of the idea of flexicurity has been successful with regard to these issues."

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