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Employees with Fixed Term contracts also now have the legal right to be treated as favourably as ‘comparable’ permanent employees, i.e. they are entitled to the same terms and conditions of employment (e.g. perks, holiday entitlements, bonus schemes, training, in redundancy situations, in promotion situations, pension schemes).
This does not apply to Workers (e.g. casual staff, agency temps). This also does not apply to Apprentices – see our Guide to Apprentices here.
Employers can justify giving those on Fixed Term contracts less favourable treatment than permanent employees for certain, genuine business reasons.
A ‘comparable’ permanent employee is someone who works for the same employer, doing the same or a similar job.
The Direct Gov website gives useful advice about Fixed Term contracts.
If you work in the UK Media Industries and have a question about this or any other topic, please get in touch.
If you are an Employer and need ongoing professional help with any staff/freelance issues then talk to us at The HR Kiosk– a Human Resources Consultancy for small businesses – you can retain us for as much time as you need.
Please note that the advice given on this website and by our Advisers is guidance only and cannot be taken as an authoritative or current interpretation of the law. It can also not be seen as specific advice for individual cases. Please also note that there are differences in legislation in Northern Ireland.
Darren Fell, CEO of Crunch, said: "We welcome the government's commitment to adopt the recommendations from the Taylor report. We would however, urge caution that any response does not introduce more red tape, or reduce the ability for entrepreneurs to employ people flexibly."
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