Management of Fixed Term Contracts

When a Fixed Term contract approaches its expected end date a decision is required whether to renew it or not.

The staff member, line manager and Head of Department/School/Professional Services Director will receive a formal communication from Human Resources around 6 months before the employee's expected end of fixed term contract confirming the end date and the actions required.

If the contract is to be renewed

If the contract is to be renewed, the Financial Authority to Appoint (ATA) process should be started as soon as possible. If the member of staff has accumulated 4 years' continuous service they may, in certain circumstances, be eligible for an open-ended contract unless appropriate objective justification is established (please refer to the Use of Fixed-Term and Open-Ended Employment Contracts Policy).

If the contract is not to be renewed

As the expiry of a fixed term contract without renewal is, in law, normally a dismissal by reason of redundancy, the University is required by employment legislation to consult collectively and with the member(s) of staff concerned. This duty is carried out, on behalf of the University, by the Line Manager to whom the member of staff is responsible.

Please see the links on the right-hand-side for further information.

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