As an employer, it’s important that you don’t treat fixed-term workers less favourably than permanent employees doing the same or a similar job. Ending a fixed-term contract is a “dismissal”, therefore fixed-term workers who work continually for you for 2 years or more have the same redundancy rights as a permanent employee.
To terminate a fixed-term contract by the specified date (unless extended) you should meet with the employee to review the current arrangements and consult with them about the end date and then issue them with the appropriate contractual notice in writing after the meeting.
If you are issuing fixed-term contracts you need to be aware that fixed-term employees are entitled to:
• the same pay and conditions as permanent staff
• the same or equivalent benefits
• information regarding any permanent vacancies within the organisation
• protection against unfavourable treatment
If you have a fixed-term dismissal policy in place, you must ensure you follow it and document each stage, issuing the employee with a written outcome of the meeting.
An employee on a fixed-term contract for 4 years or more may automatically become a permanent employee unless the employer has a good business reason not to do so.
If you need help with Fixed-Term Contracts, please get in touch with one of the team on 01924 827869 or email firstname.lastname@example.org