Gives introductory guidance on the Protection of Employees (Temporary Agency Work) Act 2012 which was signed into law on 16 May 2012.
Covers the use of fixed term contracts, definitions of the relevant terms used in the legislation, why employers cannot use successive fixed term contracts, access to pension schemes, training and facilities by fixed term employees, the consequences of non renewal of a fixed term contract and the remedies available.
A fixed term contract is an employment contract for a definite time duration or for a specific purpose. Generally such contracts can have great benefits for employers and can be very suitable for use in various situations including:
- Replacing employees on temporary leave such as maternity or parental leave.
- For temporary situations where the employer has a specific operational need for an employee for a limited period only and is unlikely to seek to extend such employment.