All items: Fixed-term employees

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  (1) Coutts & Co Plc (2) Royal Bank of Scotland v (1) Mr Paul Cure (2) Mr Peter Fraser EAT/0395/04 (1 report relating to this case)

  • Fixed-term workers: Fixed-term detriment found despite application to other groups

    Date:

    24 December 2004

    In Coutts & Co plc v Cure; Royal Bank of Scotland v Fraser, the EAT holds that, in a case where an employer refused to pay a non-contractual bonus to all non-permanent employees, including some fixed-term workers, the tribunal did not err in law by holding that the reason for the less favourable treatment was on the ground of the employees' status as fixed-term workers.

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  (1) Duncombe and others (2) Fletcher v Secretary of State for Children, Schools and Families [2010] IRLR 331 CA (1 report relating to this case)

  • (1) Duncombe and others (2) Fletcher v Secretary of State for Children, Schools and Families

    Date:

    27 January 2010

    The Court of Appeal has held that an employee who was employed under a series of fixed-term contracts and whose contract was terminated could bring a claim of unfair dismissal despite the fact that he was employed to work outside Great Britain. Territorial limitations to unfair dismissal rights should be modified where necessary to enable a right emanating from European law to be enforced.

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  Abrahams v Performing Rights Society [1995] IRLR 486 CA (1 report relating to this case)

  • Contracts of employment: Contractual entitlement to payment in lieu of notice

    Date:

    1 September 1995

    In Abrahams v The Performing Right Society Ltd, it is held that there is no duty to mitigate where an employment contract provides for termination on payment of a sum in lieu of notice.

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  Adeneler and others v Ellinikos Organismos Galaktos [2006] IRLR 716 (1 report relating to this case)

  • Fixed-term employees: Successive fixed-term contracts and objective justification

    Date:

    1 December 2006

    In Adeneler and others v Ellinikos Organismos Galaktos [2006] IRLR 716 the European Court of Justice has held that the objective reasons justifying the use of successive fixed-term contracts must relate to the particular employment in question.

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  Allen v National Australia Group Europe Ltd [2004] IRLR 847 EAT (1 report relating to this case)

  • Fixed-term employees: Terminable contract still fixed-term

    Date:

    26 November 2004

    In Allen v National Australia Group Europe Ltd, the EAT holds that the tribunal was wrong to decline jurisdiction to hear a claim under the Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002.

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  Ball v University of Aberdeen ETS/101486/08 (1 report relating to this case)

  • University researcher on three successive fixed-term contracts declared permanent employee

    Date:

    19 August 2010

    An employment tribunal has found that an individual employed on three consecutive fixed-term contracts over almost a decade is a permanent employee, in a case that has significance for employers in sectors that regularly employ staff for a fixed term, such as teaching, IT and construction.

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  Bhatt v Chelsea & Westminster Health Care Trust and Charing Cross & Westminster Medical School [1997] IRLR 660 EAT (1 report relating to this case)

  • Fixed-term contracts: Limited "extension" of fixed term did not invalidate waiver

    Date:

    1 November 1997

    A contract of employment for a fixed term may be "extended" or "renewed" as to its term or duration leaving that same contract in place, holds the EAT in Bhatt v Chelsea & Westminster Health Care Trust and another.

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  Bowes v University of Surrey ET/2702224/2012 (1 report relating to this case)

  • University's non-renewal of tutor's fixed-term contract was fair

    Date:

    28 May 2013

    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.

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  British Broadcasting Corporation v Kelly-Phillips [1997] IRLR 571 EAT (1 report relating to this case)

  • Fixed-term contracts: Waiver invalid because last contract was too short

    Date:

    1 October 1997

    A purported unfair dismissal waiver was invalid because the last in a series of fixed-term contracts under which an employee worked was for less than one year's duration, holds the EAT in British Broadcasting Corporation v Kelly-Phillips.

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  British Broadcasting Corporation v Kelly-Phillips [1998] IRLR 294 CA (1 report relating to this case)

  • Fixed-term contracts: Waiver not invalidated by "extension" of fixed-term contract

    Date:

    1 May 1998

    A fixed-term contract for a duration of one year or more may be extended or renewed beyond its original expiry date by a shorter period without creating a new contract of employment, holds the Court of Appeal in British Broadcasting Corporation v Kelly-Phillips.