Updated to reflect changes in entitlement to a written statement of employment particulars, effective from 6 April 2020.
Updated to include information on East Kent Hospitals University NHS Foundation Trust v Levy, in which the EAT held that a letter of notice was not a resignation due to ambiguous wording.
In Royal Surrey County NHS Foundation Trust v Drzymala, the Employment Appeal Tribunal considered the fairness of an employee's dismissal by her employer's decision not to renew her fixed-term contract, including the effect of the employer's compliance with the Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002.
The Court of Session has held that a dismissal that results from the expiry of a fixed-term contract does not automatically count towards the threshold for triggering collective redundancy consultation obligations.
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.
A model contract clause stating that a contract is for a fixed duration.
A model contract clause stating that a fixed-term contract is for a particular task.
HR and legal information and guidance relating to the expiry of fixed-term contracts.