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 those on fixed-term contracts who feel that they have been treated less favourably as a part-time worker than those in full-time employment.

For example this applies to:

  • Terms and conditions
  • Hourly rates of pay
  • Holiday allowance
  • Sick pay
  • Maternity/paternity leave
  • Training
  • Access to occupational pension schemes
  • Selection for redundancy

It is unlawful to treat an employee on a fixed-term contract less favourably than similar permanent staff working for the same employer. This limits the scope for employers to use successive fixed-term contracts for what is effectively a permanent position. In circumstances where an employer attempts to use rolling fixed-term contracts, the Employment Tribunal may view the fixed-term contract as a permanent contract.

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 our Employment Law team on 020 7228 0017.

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