Fixed Term/Temporary Contracts Guidance - August 2026
In this section
- 1. Introduction
- 2. Purpose
- 3. Scope
- 4. Differences Between a Fixed Term Contract and Temporary Contract
- 5. Workers
- 6. Successive Use of Fixed term/ Temporary Contracts
- 7. Issuing Fixed term/ Temporary Contracts
- 8. Rights of Fixed term/ Temporary Employees
- 9. Fixed Term/Temporary Contracts and Restructuring
- 10. Fixed-term or Temporary Employees Applying for Secondments
- 11. Selection for Redundancy
- 12. Redundancy Payment
- 13. Continuous Service
- 14. Access to Permanent Posts
- 15. Renewal and Non-Renewal of Fixed Term/Temporary Contracts
- 16. Reviewing Fixed term / Temporary Contracts
- 17. Renewal of a Fixed term / Temporary Contract
- 18. Non-Renewal of a Fixed Term / Temporary Contract
- 19. Ensuring Equality of Opportunity
- Appendix A – Restructuring and Fixed Term/ Temporary Contracts Q&A
- Appendix B – Consultation Invite Letter Fixed Term/ Temporary Contract
15. Renewal and Non-Renewal of Fixed Term/Temporary Contracts
It is important that the termination of fixed-term and temporary contracts are handled properly to avoid potential claims against the Authority / school and for the benefit of the employee. The following points should be noted when a fixed-term or temporary contract ceases:
The termination and non-renewal of a fixed-term contract is a dismissal under UK law. Legislation requires that consultation should take place with the employee and the statutory dismissal process should be followed (see section 16).
The non-renewal of a fixed-term contract for reasons of pregnancy or other reasons connected with pregnancy is unlawful.
Non-renewal of fixed-term contracts for reasons of poor/unacceptable performance may amount to unfair dismissal.