For instance, in Sweden, the two-year maximum cumulative duration of contracts applies for each type of contract, so that one worker can be employed on fixed-term contracts for more than two years by changing the reason for a fixed-term contract, provided that these reasons can be successfully defended in courts (see Engblom, 2008). In Japan, however, even if there are no limits for the cumulative duration of FTCs, each contract cannot be concluded for a term exceeding three years, except if concluded for the completion of a specified project (Labour Standards Act - - Article 14). According to Boston Consulting Group and CIETT (2012), when questioned about the added value of agency work, user firms make reference to both a higher degree of flexibility (76%) and a much faster hiring process (47%) compared with fixed-term contracts.