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How to deal with a fixed-term contract that comes to an end

A guide explaining how employers should lawfully manage the expiry of a fixed‑term contract, including dismissal procedures, redundancy pay and employee rights.

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By Lynda Macdonald

Recognise that the expiry of a fixed-term contract is regarded in UK law as a dismissal.

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  • Recognise that the expiry of a fixed-term contract is a dismissal
  • Identify the reason for dismissal
  • Assess the risk of a claim for unfair dismissal
    • Follow a fair dismissal procedure
  • Calculate redundancy pay
  • Check that the employee has not gained permanent status
  • Inform the employee of permanent vacancies
  • Give notice as appropriate
  • Provide a written statement of reasons for dismissal if required

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About the author

Lynda Macdonald

Lynda Macdonald has worked for more than 20 years as a self-employed, freelance management trainer, adviser and writer specialising in employment law.

She regularly designs and conducts training courses on all aspects of employment law for a range of managers and supervisors in all sectors of industry.

Prior to setting up her own business in employment law and management training/consultancy, she worked as an HR manager in the oil industry for more than 10 years. She is also appointed as a panel member of the employment tribunal service in Aberdeen, Scotland.

Lynda is a university graduate in language and a chartered fellow of the CIPD. She has an LLM degree in employment law and practice.

Lynda has written numerous books on various aspects of employment law, all of which have been published by major national publishers. She has co-authored several other books, and currently contributes extensively to various HR and employment law hard-copy and online products.

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