Fixed Term Contracts
It is unlawful for employers to treat part-time workers less favourably than full-time workers unless this can be objectively justified.
For example this applies to:
- terms and conditions
- hourly rates of pay
- access to occupational pension schemes
- training
- holiday allowance
- maternity/paternity leave
- sick pay
- selection for redundancy
It is unlawful to discriminate against those employed on fixed-term contracts in comparison with similar permanent staff working for the same employer. This limits the employer from using successive fixed term contracts for what is in effect a permanent job. In those circumstances a fixed term contract may be viewed as a permanent contract by the Employment Tribunal.
If you are a part-time worker or an employee on a fixed term contract and are concerned that you are being treated differently because of this please contact us and our Employment Team will be happy to advise you.
If you run a business that employs workers on fixed term contracts, we can draft those contracts and advise you on your obligations towards the employee and whether, crucially, that employee would be considered to be a permanent employee by the Employment Tribunal.