This Fixed Term Contract (Part-time) is designed to be used for a variety
of different jobs where the employee is taken on for a defined or fixed
term, on a part time basis.
Employers must provide workers and employees with a written statement of
their main terms and conditions of employment and this is often known as a Standard Form Section One Statement.
This Employment Contract covers the requirements of a Standard Form
Section One Statement. This contract complies with these requirements
and must be provided to the employee or worker by day one of
Fixed term employees have the same minimum rights as permanent workers and
are protected by the Fixed-Term Employees (Prevention of Less Favourable
Treatment) Regulations 2002. These regulations state that any clause which
purports to waive rights regarding unfair dismissal or redundancy is void.
The contract offers three alternative ways to set the fixed term:
• The contract period is for a fixed number of months/years, or
• The contract period continues until a specified project is completed, or
• The contract period expires when a named employee returns to work
following maternity leave or sick leave.
This Fixed Term Contract (Part-time) includes a clause whereby the contract
can be terminated by either party giving notice. This allows the employer
to terminate the fixed term contract early without facing a potential claim
for damages equivalent to the pay and benefits the fixed term worker would
have received up to the time the contract was due to end. However, in all
cases of dismissal the employer must always have a valid reason for the
dismissal that the employer can justify and also the employer must have
acted reasonably in the circumstances. In such circumstances it is
advisable to seek legal advice to ensure that the dismissal is justified in
the circumstances to avoid a potential claim for unfair dismissal.
Although the fixed term contract is agreed to be temporary, its expiry
without renewal is still technically regarded as a dismissal. Dismissal on
the expiry of a fixed-term contract will usually be fair, but employers
should be aware of the need to ensure that the expiry of the fixed term is
the real reason for dismissal, and of the need for employers to act
reasonably in ending the employee's employment. The ACAS code of practice
on disciplinary and grievance procedures does not apply to dismissals due
to the non-renewal of fixed-term contracts.
The fixed term clause also contains an optional clause allowing the
employer to specify what happens at the expiry of the fixed clause; either
the contract terminates directly, or it will continue to roll subject to
notice by either party.
In addition to the special provisions relating to the duration of the
contract, the contract contains all the usual provisions relating to
sickness, holidays, remuneration, pensions and retirement etc. There is a
probationary period. Lastly, there is a ‘mobility clause’ stating that the
employee can be required to travel on business within the UK.
This contract is in open format. Either enter the requisite details in the
highlighted fields or adjust the wording to suit your purposes.
Clauses with optional and alternative phrases
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document is designed ensures that it will make sense with or without the
optional clauses. Tailor this contract by removing all phrases and clauses
which are not relevant to your business. Once you have finished, please
remember to highlight the whole document and switch the font colour to
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