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The Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002 (SI 2002/2034) are a UK statutory instrument aimed at protecting employees who have fixed-term contracts of employment. The regulations are in part intended to implement the European Union's Fixed-term Work Directive 1999 (99/70/EC) on fixed term workers. [1]
A fixed-term contract is a contractual relationship between an employee and an employer that lasts for a specified period that is determined in advance. These contracts are usually regulated by countries' labor laws, to ensure that employers still fulfill basic labour rights regardless of a contract's form, particularly unjust dismissal.
Council Directive 1999/70/EC of 28 June 1999 concerning the framework agreement on fixed-term work concluded by ETUC, UNICE and CEEP. Implemented under Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002, SI 2002/2034
Directive 99/70/EC on Fixed term workers Implemented under Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002, SI 2002/2034; Powerpoint presentation [permanent dead link ] on the state of the EU market from the European Confederation of Private Recruitment Agencies.
Part-time staff, agency workers, and people on fixed-term contracts must be treated equally compared to full-time, direct and permanent staff. [8] To tackle unemployment, all employees are entitled to reasonable notice before dismissal after a qualifying period of a month, and in principle can only be dismissed for a fair reason.
Fixed-term contracts are used when an employer wishes to hire an employee for a specific amount of time that is agreed upon in advance [citation needed]. Also known as task contracts, a fixed-term contract can also be used for the completion of a specific task and the contract will be terminated automatically upon completion of the task.
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In UK labour law, the ERA 1996 sections 95(1)(b), 136(1)(b), 235(2B) already regulated fixed-term work for the purpose of unfair dismissal. In Ford v Warwickshire CC [ 1 ] the House of Lords held that a teacher who was employed each year, but who always continued to work after the summer break, did count as having continuous employment for the ...