FAQs

All items: Fixed-term contracts

Given that the expiry of a fixed-term contract constitutes dismissal, what will usually be a fair reason for dismissal?

The qualifying service required to claim unfair dismissal reduces from two years to six months for dismissals on or after 1 January 2027. This makes it more important for employers to identify a fair reason for dismissal on expiry of a fixed-term contract.
Can an employee claim unfair dismissal on expiry of a fixed-term contract of employment?

From 1 January 2027, employees will have the right to claim unfair dismissal if their contract is terminated after six months, even where they are on a fixed-term contract that comes to an end.
Where an individual has been employed on a fixed-term contract to cover adoption leave, can the employer terminate the contract if the employee on adoption leave decides to return early?
If a redundant employee accepts alternative work for a fixed term, what are their rights when that fixed term comes to an end?
Where a fixed-term employee's contract is due to terminate while they are on maternity leave, must the employer re-employ them at the end of their leave?
Can an underperforming employee on a fixed-term contract be dismissed before the end of the fixed term?
At what point does an employee who has been employed on a series of successive fixed-term contracts become a permanent employee?
Can an employee be employed indefinitely on fixed-term contracts?
Can a fixed-term contract be terminated before the end of the term if the post is redundant?
If a fixed-term position becomes permanent, should it be offered to the current post-holder, or should it be advertised first?

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About this category

Frequently asked questions and answers on fixed-term contracts.