Fixed term contract policy

Fixed term contracts should only be used:

  • to cover exceptional work peaks
  • a specific (and discrete) project that requires additional resources
  • where funding is time limited
  • where significant uncertainty about the future need for the work area exists

Key points to note

  • Fixed term employees should not be treated less favourably than comparable permanent employees should on the grounds they are fixed term employees, unless this is objectively justified (that is, participation in schemes that are effective after the end of the contract).
  • Fixed term contracts will be limited to a maximum duration of four years, unless the use of fixed term contract is justified on objective grounds (for example, 5 years funding project).
  • If a fixed term contract is renewed after the four-year period, it will be treated as a contract for an indefinite period (unless the use of a fixed term contract is objectively justified). Equally, successive fixed term contracts that exceed 4 years will be treated as a contract for an indefinite period.
  • People on fixed term contracts that exceeds 2 years or more will be entitled to redundancy compensation at the end of their contract. Redundancy waiver clauses will no longer be used.
  • Fixed term employees are entitled to receive and apply for secondments and permanent jobs in the council.
  • Authority to employ people on fixed term contracts requires the authorisation of the business unit manager.
  • Fixed term contracts will be advertised internally and externally in order to reach the wider community.
  • Fixed term contracts can be made permanent providing a competitive recruitment and selection exercise was used originally.
  • Periods of a fixed term employment will be considered for the purposes of calculating reckonable service.

Modern apprenticeships and gap year student placements are excluded from this policy.