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
7. Issuing Fixed term/ Temporary Contracts
When advertising/interviewing for a fixed term/temporary post, the recruiting manager should make it clear to applicants at each stage of the process that the post is fixed term/temporary, the expected duration of the contract and the reason for this.
The Manager / Head Teacher must also ensure the advert contains information as follows:
The reason for the appointment being fixed term/temporary;
The duration/likely duration of the period of employment;
The proposed end date of the contract; and/or
The event that will bring about the termination of the contract.