A Fixed Term Contract is a contract that is for a fixed period of time and ends when a specific date is reached, or is for the purposes of fulfilling a specific task and ends when the task has been completed, or where the contract is for a specific event, ends when that event does or does not happen. Fixed Term employees have the right not to be treated any less favourably than comparable employees on permanent contracts. Employees who have been employed on successive fixed-term contracts (that is, they have had the contract renewed previously or have been employed on more than one contract) for a period of four continuous years, can ask their employer for a statement confirming that they are permanent and/or no longer on a fixed-term contract. Employers have to issue this statement or a statement giving objective reasons why the contract remains fixed-term within 21 days of the employee's request. The employer can only keep them on the fixed-term contract if they can objectively justify it at the point it was last renewed.
nibusinessinfo Understanding fixed term contracts
The Transposition into Ireland and Northern Ireland of the European Directives on Fixed Term Working and Working Time
This report has been prepared by Marguerite Bolger and Barry Fitzpatrick for the Labour Relations Commission and the Labour Relations Agency. It contains an examination of the transposition in Ireland and Northern Ireland of the Fixed Term Work Directive and the Working Time Directive, together with analysis of relevant case law.
These are produced as separate reports on each Directive, considering first the transposition and relevant case law in Ireland, followed by Northern Ireland. The latter reports contain some comparative analysis of the position in the two jurisdictions.
Details of the relevant institutions and employment law systems in each jurisdiction are not set out by way of introduction. There are considerably more cases in the Irish jurisdiction and hence the Northern Irish cases are considered in more detail.