Engagement Guide
UK

Fixed-term employees must receive the same treatment as full-time permanent staff. Unless the employer can show that there is an objective justification in doing so. This includes the same benefits such as annual leave, paid leave, sick pay, and pension. If employed for 2 years or more, also entitled to protection from redundancy/unfair dismissal. In order to be able to terminate a fixed term agreement early without paying for the duration of the term, there needs to be a valid early termination clause.

Workers on for 2 years or more are entitled to protection against redundancy and have right to claim unfair dismissal if not handled properly.

Any employee on fixed-term contracts for 4 or more years will automatically become a permanent employee, unless the employer can show there is a good business reason not to do so.

Indefinitely

The statutory redundancy notice periods are: - at least one week’s notice if employed between one month and 2 years - one week’s notice for each year if employed between 2 and 12 years - 12 weeks’ notice if employed for 12 years or more Workers are entitled to more than the statutory minimum, but they cannot recieve less.

Owed salary/wages; unused leave; statutory redundancy pay if worked for at least 2 years

If worker is selected for redundancy/dimissal, they are entitled to a consultation process that may include the option to move into a different job, if available, and time off to find a new job. If not handled fairly, the worker has the right to claim unfair dismissal at a tribunal if they have worked for a qualifying period.

No

Annual leave of 5.6 weeks' paid holiday a year including 8 bank holidays. Sick pay, paid leave including maternity/paternity, parental, neonatal, and bereavement. Workers are also assessed and auto-enrolled in a pension scheme. May opt out.