Updated to reflect the Autumn Statement 2016 announcement that tax advantages for employee-shareholder status will end for new arrangements from 1 December 2016.
Updated to include information on Brettle and others v Dudley Metropolitan Borough Council, in which the employment tribunal held that the calculation of holiday pay should include voluntary overtime.
Updated to include changes to the minimum wage rates for workers under 25 and for apprentices, which took effect on 1 October 2016.
Engaging employees under fixed-term contracts can provide employers with workforce flexibility. Such employees have an array of rights, in particular under the Fixed-term Employees Regulations. We look at five points that employers should watch out for.
Practical guidance on employing an individual on a fixed-term contract, including the Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002; recruiting temporary workers; break clauses; successive fixed-term contracts; and expiry of the fixed-term contract.
The employment tribunal in this case concluded that it was open to an NHS trust to decide not to renew a consultant anaesthetist's fixed-term contract because it had recruited a number of permanent anaesthetists to take on the work.
The employment tribunal in this case concluded that it was not unfair for a university to decide against renewing an associate tutor's fixed-term contract because the work that he had been doing was taken over by permanent staff.
HR and legal information and guidance relating to fixed-term contracts.