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Employees (and workers) may be contracted to work for a fixed period only or to perform a particular task. These are fixed-term contracts — also known as limited-term contracts.
Such contracts are covered by the Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002, which implement the Fixed-term Work Directive (99/70/EC), came into effect on 1 October 2002.
The broad aim of the Directive (and, therefore, the 2002 Regulations) is to prevent fixed-term employees (but not workers) from being treated less favourably than similar permanent employees.
Other aims are to:
limit the potential for a series of fixed-term contracts being used in order to circumvent employee rights dependent on continuity of service
improve access to training for fixed-term workers.
This topic explains who is covered by the legislation, the definition of a fixed-term contract and what constitutes less favourable treatment. It also considers how fixed-term employees should be treated with respect to the offer of permanent work, training and development, employee consultation, redundancy and dismissal.
Key points you need to know on this topic.
Detailed information on all matters in this topic.