Employers should use this fixed-term employment contract when they wish to take on an employee for a period which ends when either a specified date is reached, when a specified event has occurred or when a specified task has been completed. The contract must be provided to the employee within two months of their start date.
This comprehensive employment contract covers issues such as probation, standard days and hours of work, shift work, sick pay and incapacity, holiday entitlements, lay-offs, pension schemes, references, medical reports, company cars, restrictive covenants, disciplinary procedures, confidentiality, share option schemes, home working, teleworking and part-time working, among others.
The general rule is that employers must not treat fixed-term employees less favourably than permanent employees doing the same, or largely the same, job taking into consideration, where relevant, whether they have similar levels of skills and/or qualifications.
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