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
17. Renewal of a Fixed term / Temporary Contract
If a post covered by an individual employed on a fixed-term/temporary contract is to continue unchanged beyond the end date of the fixed-term/temporary, the contract should be renewed and the appropriate forms completed and sent to the Employee Services Team. However, you are advised to refer to section 6, ‘The Successive Use of Fixed term/temporary Contracts’ and ensure that there is still an objective justification for the post being fixed term. If the duties of the post have changed significantly or the post becomes permanent the vacancy should be advertised.