Fixed term contract

Subscribe to Our Website and Get Access to Our Documents and Templates. The basic premise behind a fixed term contract is that an employer can terminate that contract at a define future date or completion of a set task. A fixed-term contract is a contractual relationship between an employee and an employer that lasts for a specified period.

What is an indefinite contract? The Fixed Term Employee Regulations apply to certain fixed term contracts, designed to prevent the less favourable treatment of fixed - term employees as compared to permanent employees. However, those Regulations have certain exclusions, including agency workers, students doing work experience, or an apprenticeship contract.

The Regulations also only apply to “employees”, not the wider. Fixed Term Contracts are given by employers on the basis that the contract will terminate at a future date when a specific ‘ term ’ expires – e. It is a contract which runs from one specified date to another specified date. Upon the second date being realize the contract (and thus the employment relationship) is terminated and the employee.

This rule means that an employee with at least two years’ service can claim unfair dismissal, so the employer must ensure that the dismissal is fair. The employee may also be entitled to statutory redundancy. Guidance on how to manage fixed - term contracts and on dismissal at the normal end of a fixed-term contract Summary: for all fixed - term appointments When a fixed-term contract is issue it is accompanied by a contract cover letter which sets out the reasons that the contract is for a fixed term.

All lenders have different rules around this, however.

An employment contract can show that your work is stable until the near future and can also provide further evidence of your income. Manage a pregnant employee on a fixed-term contract Key points. Employees on fixed - term contracts qualify for statutory maternity leave and pay in the same way as permanent employees. Although statutory maternity leave will come to an end on the expiry of a fixed-term contract , the right to statutory maternity pay continues if the employee.

Fixed-term contract employees also have the right not be treated less favourably than a permanent employee because of their fixed-term contract status. You shoul therefore, identify a potentially fair reason for the dismissal, and follow a fair procedure. Often the reason for non-renewal is redundancy – and the usual test for redundancy. Common examples of fixed - term contracts are: a fixed-term contract covering a permanent employee’s leave, e. In contrast, a fixed term contract lasts only for a certain length of time, based on a time scale that is specifically set in advance.

The term , fixed - term employee, covers employees whose contract ends on a specified date, or when a specific task is complete or when a specific event occurs. Generally, a fixed-term contract ends on an agreed date. Fixed term contracts can be very useful to cover a period of maternity leave or long term sick leave. It may also cover a job where funding has been provided to undertake a specific task.

The term could be a number of things, for example when a particular project has been complete or when another employee returns from either sickness or maternity leave. The contract should be clear and unambiguous about when it will expire. Fixed - term contracts provide notice of the date on which, subject to renewal or extension, the employee’s employment will come to an end.

As a result, there is no contractual requirement to provide a further notice period if employment is expected to end on the date specified in the employment contract. Non-renewal of a fixed-term contract One of the benefits of fixed - term contracts for employees is the requirement for you to have objective justification for the non-renewal of a fixed-term contract or not making the employee permanent.

Staff on fixed - term contracts are protected in law from being treated less favourably than comparable staff on permanent contracts. In addition, staff appointed on successive fixed - term contracts with years or more continuous service are entitled to a permanent contract (unless the fixed - term in their contract can be objectively justified). Therefore statutory dismissal procedures apply to staff on fixed term contracts.

Definition: Fixed - term employment is a contract in which a company or an enterprise hires an employee for a specific period of time. In most case it is for a year but can be renewed after the term expires depending on the requirement. In a fixed - term employment, the employee is not on the payroll of. Ending fixed - term contracts early. Again, a good look through the contract is advisable.

If it specifically prohibits early termination - except because of gross misconduct, say - pulling the plug on a contract before time may not alter the fact that the employee is. By law, employers must provide a written statement which sets out the main terms and conditions of the employee’s employment within eight weeks of the job starting. A fixed term employment contract will automatically expire at the end of its term. Redundancy and fixed term contracts.

When a fixed term contract comes to an end and is not renewe this may be because the project is complete and there are no other business reasons to continue. Alternatively, the business may be experiencing a downturn, making redundancies a possibility, in which case you could have redundancy rights as an.