Skip to main content
N I Direct government services

Main navigation

  • Home
  • News
  • Contacts
  • Help
  • Twitter
  • Facebook
  • YouTube
  • RSS

Translation help

Translate this page

Select a language

  • Afrikaans — Afrikaans
  • Albanian — Shqip
  • Amharic — አማርኛ
  • Arabic — العربية
  • Armenian — Հայերեն
  • Assamese — অসমীয়া
  • Aymara — Aymar aru
  • Azerbaijani — Azərbaycan dili
  • Bambara — Bamanankan
  • Basque — Euskara
  • Belarusian — Беларуская
  • Bengali — বাংলা
  • Bhojpuri — भोजपुरी
  • Bosnian — Bosanski
  • Bulgarian — Български
  • Cantonese — 廣州話
  • Catalan — Català
  • Cebuano — Sinugbuanong Binisayâ
  • Chichewa — Chichewa
  • Chinese (Simplified) — 简体中文
  • Chinese (Traditional) — 繁體中文
  • Corsican — Corsu
  • Croatian — Hrvatski
  • Czech — Čeština
  • Danish — Dansk
  • Dhivehi — ދިވެހި
  • Dogri — डोगरी
  • Dutch — Nederlands
  • English — English
  • Esperanto — Esperanto
  • Estonian — Eesti
  • Ewe — Eʋegbe
  • Filipino — Filipino
  • Finnish — Suomi
  • French — Français
  • Frisian — Frysk
  • Galician — Galego
  • Georgian — ქართული
  • German — Deutsch
  • Greek — Ελληνικά
  • Guarani — Avañe’ẽ
  • Gujarati — ગુજરાતી
  • Haitian Creole — Kreyòl ayisyen
  • Hausa — Hausa
  • Hawaiian — ʻŌlelo Hawaiʻi
  • Hebrew — עברית
  • Hindi — हिन्दी
  • Hmong — Hmoob
  • Hungarian — Magyar
  • Icelandic — Íslenska
  • Igbo — Asụsụ Igbo
  • Ilocano — Ilokano
  • Indonesian — Bahasa Indonesia
  • Irish — Gaeilge
  • Italian — Italiano
  • Japanese — 日本語
  • Javanese — Basa Jawa
  • Kannada — ಕನ್ನಡ
  • Kazakh — Қазақ тілі
  • Khmer — ភាសាខ្មែរ
  • Kinyarwanda — Ikinyarwanda
  • Konkani — कोंकणी
  • Korean — 한국어
  • Krio — Krio
  • Kurdish (Kurmanji) — Kurdî
  • Kurdish (Sorani) — کوردی
  • Kyrgyz — Кыргызча
  • Lao — ລາວ
  • Latin — Latina
  • Latvian — Latviešu
  • Lingala — Lingála
  • Lithuanian — Lietuvių
  • Luganda — Luganda
  • Luxembourgish — Lëtzebuergesch
  • Macedonian — Македонски
  • Maithili — मैथिली
  • Malagasy — Malagasy
  • Malay — Bahasa Melayu
  • Malayalam — മലയാളം
  • Maltese — Malti
  • Maori — Māori
  • Marathi — मराठी
  • Meiteilon (Manipuri) — ꯃꯤꯇꯩ ꯂꯣꯟ
  • Mizo — Mizo ṭawng
  • Mongolian — Монгол хэл
  • Myanmar (Burmese) — မြန်မာစာ
  • Nepali — नेपाली
  • Norwegian — Norsk
  • Odia (Oriya) — ଓଡ଼ିଆ
  • Oromo — Afaan Oromoo
  • Pashto — پښتو
  • Persian — فارسی
  • Polish — Polski
  • Portuguese — Português
  • Punjabi — ਪੰਜਾਬੀ
  • Quechua — Runa Simi
  • Romanian — Română
  • Russian — Русский
  • Samoan — Gagana Samoa
  • Sanskrit — संस्कृतम्
  • Scots Gaelic — Gàidhlig
  • Sepedi — Sepedi
  • Serbian — Српски
  • Sesotho — Sesotho
  • Shona — Shona
  • Sindhi — سنڌي
  • Sinhala — සිංහල
  • Slovak — Slovenčina
  • Slovenian — Slovenščina
  • Somali — Soomaali
  • Spanish — Español
  • Sundanese — Basa Sunda
  • Swahili — Kiswahili
  • Swedish — Svenska
  • Tajik — Тоҷикӣ
  • Tamil — தமிழ்
  • Tatar — Татар теле
  • Telugu — తెలుగు
  • Thai — ไทย
  • Tigrinya — ትግርኛ
  • Tsonga — Xitsonga
  • Turkish — Türkçe
  • Turkmen — Türkmençe
  • Twi — Twi
  • Ukrainian — Українська
  • Urdu — اردو
  • Uyghur — ئۇيغۇرچە
  • Uzbek — Oʻzbekcha
  • Vietnamese — Tiếng Việt
  • Welsh — Cymraeg
  • Xhosa — IsiXhosa
  • Yiddish — ייִדיש
  • Yoruba — Yorùbá
  • Zulu — IsiZulu
  • Breadcrumb

    1. Home
    2. Employment, training and careers
    3. Understanding your work status

    Fixed-term workers

    Fixed-term workers have the same minimum rights as permanent workers. Find out what a fixed-term contract is, what extra protections there are for fixed-term employees and how to end and renew a fixed-term contract.

    What 'fixed-term' means

    To be a fixed-term employee, two conditions must apply:

    • you must have an employment contract with the business you work for
    • your employment contract must be ‘fixed-term’, meaning it must end on a particular date, after a certain event or on completion of a task

    Examples of fixed-term employees are:

    • staff taken on for six months during a peak period (such as agricultural or seasonal shop workers)
    • a specialist employee taken on for the duration of a project
    • someone employed to cover during another employee's maternity leave

    You are not a fixed-term employee if you:

    • have a contract of employment or other contractual relationship with an agency rather than the company you are working for (example temporary or agency workers)
    • are a member of the armed forces
    • are an apprentice, student or other trainee on a work-experience placement or temporary work scheme
    • Employment status
    • Agency workers

    Why employers take on fixed-term employees

    Taking on fixed-term employees lets employers bring in people with special skills or employ extra labour when it is needed.

    A fixed-term contract allows both employee and employer to be flexible in their commitment. Both can benefit, as the employer has access to specialised skills to meet a particular need, while the employee can gain broader experience.

    In some companies, fixed-term employees are paid more than permanent staff, either because of their special skills, or to compensate for the temporary nature of the job.

    Protection against less favourable treatment

    Your employer mustn't treat you less favourably than permanent employees doing the same, or largely the same, job without good reason.

    As a fixed-term employee you have the right to:

    • the same pay and conditions
    • the same or equivalent benefits package
    • access to an occupational (company) pension scheme (except where the fixed-term contract is for less than two years)
    • be informed about permanent employment opportunities in the organisation

    However, fixed-term employees don't have the right to the same pay, conditions and benefits if their overall terms and conditions, although different from those for permanent employees, are just as good or better.

    For example, an employer can choose to give fixed-term employees better pay instead of pension rights.

    Not renewing a fixed-term contract is treated as a dismissal, so if the contract is not renewed fixed-term employees also have:

    • full redundancy rights (if continuously employed for two years or more)
    • statutory protection against unfair dismissal (once they have one year's service)
    • Employment contracts
    • The employment contract

    How to compare your treatment

    As a fixed-term employee, you can compare your treatment to the treatment of a ‘comparable permanent employee’. They should:

    • work for the same employer
    • work in the same organisation
    • be doing the same or broadly similar work

    You should also consider their skills and qualifications where they are relevant to the job.

    If there is no comparable permanent employee that works in the same organisation, you can use a comparator (comparable permanent employee) in another part of your employer’s organisation.

    You cannot compare conditions with someone at an associated employer’s organisation.

    'Objective justification' of less favourable treatment

    Less favourable treatment of fixed-term employees is allowed if your employer can show that there is a good reason to do so. This is known as ‘objective justification’.

    Less favourable treatment will be objectively justified if it can be shown that it is:

    • to achieve a legitimate objective, for example a genuine business objective
    • necessary to achieve that objective
    • an appropriate way to achieve that objective

    For example, if you are a fixed-term employee on a three-month contract and a comparable permanent employee has a company car, your employer may not offer you one if the cost is too high. Your business need to travel can also be met in another way.

    Your employer should consider whether it is possible to offer fixed-term employees certain benefits in proportion to the time period they will be working (also known as 'pro rata').

    For example, if you are not expected to work for the entire period that the benefit is offered for.

    What to do if you're being treated unfairly

    If you feel you're being treated unfairly, first, raise it with your manager and/or human resource contact. If the matter still isn’t sorted out, ask your employer for a written statement explaining why they are treating you less favourably.

    Your next step should be to make a written complaint under your employer’s standard grievance procedure. If you cannot resolve the matter with your employer, the final option is to complain to an Industrial Tribunal.

    • How to resolve a problem at work
    • Employment-related tribunals

    Ending and renewing a fixed-term contract

    Fixed-term contracts normally end automatically when they reach their agreed finishing point, so there is no need for your employer to give you notice. However, your employer must still act fairly and follow any dismissal procedure if necessary.

    If you are on a fixed-term contract, no notice of the contract reaching its end date will need to be given by your employer. However, failing to renew a fixed-term contract is considered to be a dismissal. You have the right:

    • not to be unfairly dismissed (after one year’s service)
    • to a written statement of reasons for the dismissal (after one year’s service)
    • to statutory redundancy payments (after two years' service)
    • to a minimum notice period of your contract ending before the agreed end date, task or event

    The minimum notice period you are entitled to is:

    • after one month’s continuous service, but less than two years: one week’s notice
    • after two years' continuous employment: two weeks’ notice if you have been continuously employed for two years

    If your contract states you should have been employed for one month or less, but you have actually been employed for three months or more, you are still entitled to the minimum notice period of one week.

    If you have been employed for one month or longer, then you must give your employer the statutory minimum notice of one week. If your contract states that you should give a longer notice period than the statutory minimum, then you have to give your employer this length of service.

    • Employment contracts
    • Fair reasons for dismissal
    • Unfair dismissal
    • Giving and getting notice from a job

    Ending fixed-term contacts early

    If your employer wants to end your fixed-term contract early you should check the terms of your contract. If it says your employment can be ended early and your employer has given proper notice, there is little you can do. However, if it doesn't say anything, your employer may be in breach of contract.

    • Breach of employment contract

    Renewing fixed-term contracts

    An employee can be kept on successive fixed-term contracts for a limit of four years. If your contract is renewed after that you become a permanent employee unless the employer can show a good reason why you should stay on a fixed-term contract.

    The limit can be changed by employers and employees agreeing a 'workforce' or 'collective' agreement.

    Workplace or collective agreements can vary the limit on the length or number of successive contracts used by an employer. They can also limit the use of successive contracts and set a list of reasons to justify renewals of fixed-term contracts.

    Renewing a fixed-term contract on less favourable terms

    If you are offered a renewed contract on less favourable terms than the original contract, you can refuse to accept it. You can then try to negotiate with your employer. If they will not change the terms, you will need to choose between accepting the amended contract or treating the contract as being at an end. 

    If the contract does end, you may be able to claim unfair dismissal.

    Working longer than your contract's end date

    If you worked past the end of your contract, for example, you were kept on for a year when your original contract was for three months, there is an implied agreement by your employer to change the end date. You would then have the right to be given proper notice if your employer wanted to dismiss you.

    Redundancy rights

    If your employer is laying off employees in the type of work that you carried out, this could mean that you have been dismissed on the grounds of redundancy. If you have two years or more continuous service as a fixed-term employee, you have the same redundancy rights as permanent employees.

    You are also protected from being selected for redundancy because you are a fixed-term employee, unless your employer can 'objectively justify' the choice. This means they must give you a good reason that is based on the needs of the business.

    You cannot waive, or opt out of, your right to receive statutory redundancy payments and your employer cannot exclude you from the statutory redundancy scheme, even if it appears to be objectively justified.

    • Redundancy: selection and notice periods

    Where you can get help

    The Labour Relations Agency (LRA) and Advice NI offer free, confidential and impartial advice on all employment rights issues.

    If you're a member of a trade union, you can get help, advice and support from them.

    • Introduction to trade unions

    More useful links

    • Understanding fixed term contracts (nibusinessinfo.co.uk website)
    Share this page Share on Facebook (external link opens in a new window / tab) Share on X (external link opens in a new window / tab) Share by email (external link opens in a new window / tab)

    Understanding your work status

    • Agency workers and employment agencies
    • Continuous employment
    • Employment status
    • Fixed-term workers
    • Migrant workers
    • Temporary lay-offs

    Help improve this page - send your feedback

    What do you want to do?
    Report a problem
    Which problem did you find on this page? (Tick all that apply)

    Messages

    You will not receive a reply. We will consider your feedback to help improve the site.

    Don't include any personal or financial information, for example National Insurance, credit card numbers, or phone numbers.

    What is your question about?

    What to do next

    Comments or queries about angling can be emailed to anglingcorrespondence@daera-ni.gov.uk 

    If you have a comment or query about benefits, you will need to contact the government department or agency which handles that benefit.  Contacts for common benefits are listed below.

    Carer's Allowance

    Call 0800 587 0912
    Email 
    dcs.incomingpostteamdhc2@nissa.gsi.gov.uk

    Discretionary support / Short-term benefit advance

    Call 0800 587 2750 
    Email 
    customerservice.unit@communities-ni.gov.uk

    Disability Living Allowance

    Call 0800 587 0912 
    Email dcs.incomingpostteamdhc2@nissa.gsi.gov.uk

    Employment and Support Allowance

    Call 0800 587 1377

    Jobseeker’s Allowance

    Contact your local Jobs & Benefits office

    Personal Independence Payment

    Call 0800 587 0932

    If your query is about another benefit, select ‘Other’ from the drop-down menu above.

    Comments or queries about the Blue Badge scheme can be emailed to bluebadges@infrastructure-ni.gov.uk or you can also call 0300 200 7818.

    For queries or advice about careers, contact the Careers Service.

    For queries or advice about Child Maintenance, contact the Child Maintenance Service.

    For queries or advice about claiming compensation due to a road problem, contact DFI Roads claim unit.

    If you can’t find the information you’re looking for in the Coronavirus (COVID-19) section, then for queries about:

    • Restrictions or regulations — contact the Department of Health
    • Travel advice (including self-isolation) — contact the Department of Health
    • Coronavirus (COVID-19) vaccinations — contact the Department of Health or Public Health Agency

    If your query is about another topic, select ‘Other’ from the drop-down menu above.

    For queries about your identity check, email nida@nidirect.gov.uk and for queries about your certificate, email covidcertni@hscni.net.

    For queries or advice about criminal record checks, email ani@accessni.gov.uk

    Application and payment queries can be emailed to ema_ni@slc.co.uk

    For queries or advice about employment rights, contact the Labour Relations Agency.

    For queries or advice about birth, death, marriage and civil partnership certificates and research, contact the General Register Office Northern Ireland (GRONI) by email gro_nisra@finance-ni.gov.uk

    For queries about your GRONI account, email gro_nisra@finance-ni.gov.uk.

    For queries about the High Street Spend Local Scheme,  email HSSS.mail@economy-ni.gov.uk.

    For queries about:

    • Car tax, vehicle registration and SORN
      contact the Driver and Vehicle Licensing Agency (DVLA), Swansea
       
    • Driver licensing and tests, MOT and vehicle testing
      contact the Driver & Vehicle Agency (DVA), Northern Ireland

    If your query is about another topic, select ‘Other’ from the drop-down menu above.

    For queries about your identity check, email nida@nidirect.gov.uk.

     

    For queries or advice about passports, contact HM Passport Office.

    For queries or advice about Penalty Charge Notices (PCNs), including parking tickets and bus lane PCNs, email dcu@infrastructure-ni.gov.uk

    For queries or advice about pensions, contact the Northern Ireland Pension Centre.

    If you wish to report a problem with a road or street you can do so online in this section.

    If you wish to check on a problem or fault you have already reported, contact DfI Roads.

    For queries or advice about historical, social or cultural records relating to Northern Ireland, use the Public Record Office of Northern Ireland (PRONI) enquiry service.

    For queries or advice about rates, email LPSCustomerTeam@lpsni.gov.uk

    For queries or advice about  60+ and Senior Citizen SmartPasses (which can be used to get concessionary travel on public transport), contact Smartpass - Translink.

    If you have a question about a government service or policy, you should contact the relevant government organisation directly.  We don't have access to information about you.

    Related sites

    • gov.uk
    • nibusinessinfo.co.uk

    Links to supporting information

    • Accessibility statement
    • Crown copyright
    • Terms and conditions
    • Privacy
    • Cookies
    • Twitter
    • Facebook
    • YouTube
    • RSS