There are a number of different types of contract recognised in law, under which an individual agrees to carry out work for another. These include fixed-term contracts which are limited in duration by a specific end date or by completion of particular tasks.

The benefits of fixed-term contracts to employers include temporary access to workers with special skills, or extra labour as and when it is needed. However, in order to safeguard such employees from poor employment practices, they are protected by law, in particular:

• the right to be treated as favourably as comparable permanent employees (exception – where the difference in treatment can be objectively justified)
• expiry of a fixed-term contract is recognised in law as a dismissal and fixed-term employees enjoy the same unfair dismissal and redundancy rights as permanent employees
• fixed-term employees who have been continuously employed by the same employer for four years or more are automatically recognised as permanent, unless the employer can justify otherwise. (This applies to both a single and a series of fixed-term contracts. A gap between a fixed-term contract ending and another starting will not necessarily break continuity)
• the right to be informed of permanent vacancies available within the organisation

If you would like to know more or have any queries relating to your rights as a fixed-term employee, consider contacting Swansea UCU at info@swanseaucu.org

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