Fixed Term Workers
Sometimes it makes more sense to employ someone for a fixed term rather than permanently. That way both parties know how long the employment is intended to last. Employees on a fixed term contract should not be treated less favourably than permanent employees. Treating a fixed term employee less favourably can include:
- receiving less training or promotion
- being considered for permanent work
- benefits offered
- selection for redundancy
Limiting the duration of a fixed term contract to 51 weeks will however prevent the employee from being able to claim unfair dismissal.
At Hart Brown we have advised many clients on:
- the benefit of a fixed term contract versus permanent contract
- drafting of fixed term contracts
- entitlement to engage fixed term employees on less favourable terms
- policies and procedures regarding fixed term employees
- bringing the fixed term to an end and dismissal of a fixed term employee
- defending claims for discrimination and settling claims
The amount of compensation that can be awarded is unlimited.
To speak to someone who can help with fixed-term workers or any other employment issue call, email or request a call back from one of our specialist lawyers.
Initial meeting £150 + VAT
Employment & Litigation
Fixed fee one hour initial consultation
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