Multinational organisations are constantly in need of highly skilled staff and may consider fixed-term contracts as a strategic and flexible tool when hiring in a new market. Depending on the country at hand, fixed-term contracts may be a popular choice or an exceptional resource. But are they the right choice for your organisation?
The Workers (Predicable Terms and Conditions) Act 2023 has now received Royal Assent. But will it fix the problem of zero hours contracts and precarious work? Probably not, says XpertHR consultant editor Darren Newman, who casts an eye over Labour's plans for a "New Deal" and points to a forgotten proposal with the potential to make a real difference.
This guide sets out the differences between the law on fixed-term workers in Northern Ireland compared with Great Britain (England, Wales and Scotland).
The employment tribunal in this case concluded that it was open to an NHS trust to decide not to renew a consultant anaesthetist's fixed-term contract because it had recruited a number of permanent anaesthetists to take on the work.
The employment tribunal in this case concluded that it was not unfair for a university to decide against renewing an associate tutor's fixed-term contract because the work that he had been doing was taken over by permanent staff.