It’s that time of year when schools are reviewing their staffing requirements for September and it’s important as an employer 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, in effect, a dismissal and fixed-term workers who work continually for the same employer for 2 years or more have the same redundancy rights as a permanent employee.
A fixed term contract will terminate on the specified date (unless extended) and schools should ensure current arrangements are reviewed and employees issued with the appropriate contractual notice period. For teachers this is normally the 31 May 2016 for the 31 August 2016 and for officers the notice period is usually one month.
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 or more years 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