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Can an employee claim unfair dismissal on expiry of his or her fixed-term contract of employment?

Any contract entered into for a fixed period will terminate automatically at the end of that term, so there can be no cause of action for breach of contract. However, the expiry of a fixed term is classed as a dismissal in law, meaning that, under the Employment Rights Act 1996, the employee could claim unfair dismissal and (potentially) redundancy pay. To defend an unfair dismissal claim, the employer would have to show that it had a fair reason for dismissing the employee (for example redundancy or "some other substantial reason") and that it acted fairly and reasonably in dismissing the employee for that reason.

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Can an employee claim unfair dismissal if he or she has resigned?

How can an employer prevent a possible discussion about a compromise agreement resulting in a claim for constructive dismissal?

Can an employee who is absent from work because of an injury that occurred at work be dismissed?

Can an employer dismiss an employee who is disqualified from driving if the job involves driving?

Once a claim for unfair dismissal is brought what must an employer do to defend its actions?

How does a tribunal gauge whether an employee has been unfairly dismissed on the basis of misconduct?

What are the likely ramifications for the employer if an employee succeeds in a claim of unfair dismissal?

What is the difference between wrongful dismissal and unfair dismissal?

Is an employer obliged to wait a certain period of time before re-employing an employee who was dismissed for redundancy?

Which statutory rights require a period of qualifying service?

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