Fixed-Term Contracts – A Brief Overview

Fixed term contracts of employment are useful for employers where the nature of the work is for a fixed period, where the employer is uncertain about the role in the longer-term and to address staffing needs in situations such as maternity cover, etc.
Fixed term contracts are governed by Protection of Employees (Fixed Term Work) Act 2003 and this provides measures of protection for both parties.

 

Under the 2003 Act:

 

• The aggregate duration of contracts cannot exceed fours years

• An exemption to this rule can apply if there is an objective reason for doing so

• Fixed term employees cannot be treated less favourably in relation to terms and conditions than a comparable permanent employee

• Again less favourable treatment must be justified on objective grounds

 

Employers are free to exit the contractual relationship with an employee retained on a fixed term contract when that fixed period ceases and they have objective grounds for not renewing the contract or for not offering the employee a contract of indefinite duration.
Nonetheless, great care should be taken in the issuing and reissuing of fixed-term contracts, and especially in their non-renewal or in not making the employee permanent.

 
 
If you would like learn more about this area, please contact us via email

or Call 01 866 6426

 

Info Centre

Contact Us

  • This field is for validation purposes and should be left unchanged.

Keep Me Updated

Want to stay updated, receive our monthly newsletter or stay abreast of the latest developments?

Subscribe to our email newsletter

CLIENT TESTIMONIALS

“I would just like to say that the CollierBroderick manual has been money well spent. I would never have been able to cover all the topics…