• A fixed-term worker cannot be in receipt of less favourable terms and conditions of employment than the comparable permanent employee.
  • All employee protection legislation, other than unfair dismissal in certain circumstances, applies to a fixed-term employee in the same manner as a permanent employee. Any qualifying conditions applying to permanent employees in any of that legislation, also apply to a fixed-term employee
  • An employer cannot continually issue fixed-term contracts. If the fixed-term employee has been engaged on two or more continuous contracts where the aggregate duration exceeds 4 years, then if the contract is renewed again, it is deemed to be a contract of indefinite duration, unless the employer has objective grounds for renewing the contract again on a fixed-term basis. (i.e. the reason for not granting it should not be the fixed-term status of the employee but could be other legitimate but measurable reasons)
  • The Act provides that where an employer proposes to renew a fixed-term contract the employee shall be informed in writing, not later than the date of renewal, of the objective grounds justifying the renewal of the fixed-term contract and the failure to offer a contract of indefinite duration.
  • Fixed-term employees must be provided with the same opportunity as other employees to secure any permanent positions in the employment and an employer shall inform fixed-term employees in relation to relevant vacancies which occur in the undertaking.
  • Fixed-term employees must be provided with appropriate training opportunities, such access shall be provided by an employer as far as practicable.