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
16. Reviewing Fixed term / Temporary Contracts
The temporary nature of the contract should be kept under regular review but especially towards the end of the period of the contract when the Manager / Head Teacher should review the post with the employee to assess whether there is still a need for the post to be temporary/fixed-term or whether a permanent contract could be issued. The review would consider, for example, whether funding has been secured, the post appointed should be on a permanent basis or whether the return date for an employee off sick is now known.
The Manager / Head Teacher should remind individuals on fixed-term contracts of the end date of the contract and, if the contract will not be renewed, whether there is any possible alternative employment and where posts are likely to be advertised. This review should be done by the Manager / Head Teacher and followed up in writing to the individual.