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.

How can we help?

We can help with fixed-term contracts as follows:

  • Terms and conditions
  • Hourly rates of pay
  • Occupational pension schemes
  • Training obligations
  • Holiday allowance
  • Maternity/paternity leave obligations
  • Annual leave
  • Sick pay for employees
  • Selection of employees 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 you from using successive fixed-term contracts for what is in effect considered to be a permanent job. You need to be careful as in those circumstances a fixed term contract may be viewed as a permanent contract by the Employment Tribunal.

If you run a business that employs workers on fixed term contracts, our Employment team 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.

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