employment status

[Cookie monster 00]

Hi, wondering is it easier to dismiss an employee on a fixed term contract as against being a permanent member of staff? Thank you

 

[Newchodge]

There is no difference.

 

[Mr D]

Hi, wondering is it easier to dismiss an employee on a fixed term contract as against being a permanent member of staff? Thank you

Still an employee.

You could wait until contract ends if you want for the fixed term.

If needing to sack them however then often better to end employment immediately, pay them outstanding holidays, notice period etc - and escort off the premises.
When getting rid and not by mutual agreement it can be very problematic to have resentful, annoyed or vengeful staff working in the business.

 

[Cookie monster 00]

Thanks for the reply. I'm wondering if it's advantageous to start someone on a fixed term contract, say 6 months or a year to make sure they are a good worker and suit the job before making the post permanent for them? Also do you still have to give any notice as the contract is ending?

 

[Newchodge]

Thanks for the reply. I'm wondering if it's advantageous to start someone on a fixed term contract, say 6 months or a year to make sure they are a good worker and suit the job before making the post permanent for them? Also do you still have to give any notice as the contract is ending?

I don't think it makes any difference. You can dismiss someone if they don't work out during their first 2 years.

You always have to give notice. If they are employed under 4 weeks notice must be 'reasonable'. After 4 weeks it is 1 week then it is 1 week for every complete year of service to a maximum of 12 weeks.

 

[Cookie monster 00]

I don't think it makes any difference. You can dismiss someone if they don't work out during their first 2 years.

You always have to give notice. If they are employed under 4 weeks notice must be 'reasonable'. After 4 weeks it is 1 week then it is 1 week for every complete year of service to a maximum of 12 weeks.

Thanks for the information

 

[Mr D]

Thanks for the reply. I'm wondering if it's advantageous to start someone on a fixed term contract, say 6 months or a year to make sure they are a good worker and suit the job before making the post permanent for them? Also do you still have to give any notice as the contract is ending?

A 6 month contract that you are not going to renew? Expect them not to stay the 6 months.
Many employers have 6 months / 12 months probation, with regular meetings at intervals in that time period to report on the employee and their progress.
Couple of jobs I've had 6 months probation extended, several have had 12 month probation as standard though its usually seen as 2 years to learn the basics in some jobs.

 

[NicoJ]

A fixed term contract is usually for a specific project that has a determinate end date. You would agree the date for the contract to end and the contract ends on that date. No notice needed. It gets more complicated if you try to end the contract or extend it, i.e. not very flexible.

What you seem to be looking for is probationary periods. This means the employee is aware that their performance will be reviewed and if its not up to the standard expected then the contract will be terminated.

 

[Oh dear]

I once was set to do a 9-month fixed term contract.

It was a calling campaign of the UK that barely lasted 6 months before the book had to go into print with working to strict deadlines. It was an overlook on the team that recruitment me that 9 months were wholly needed, but easily dealt with.

The very large company I worked for the time, approaching end of the campaign, earlier than expected, just served 1 months notice, per their contract at what would have been 3 months early.

I also years ago was excited to receive what I thought was a permanent job which literally turned out 'summer job' (embarrassed to say the industry) where the Employer would probably have been better deeming it actually fixed term but at that time you didn't really hear about FTC; 3 months later the team were given redundancy letters with one week's notice. (it turned out the company had quite a reputation for working this way..)

 

[IanSuth]

I once was set to do a 9-month fixed term contract.

It was a calling campaign of the UK that barely lasted 6 months before the book had to go into print with working to strict deadlines. It was an overlook on the team that recruitment me that 9 months were wholly needed, but easily dealt with.

The very large company I worked for the time, approaching end of the campaign, earlier than expected, just served 1 months notice, per their contract at what would have been 3 months early.

I also years ago was excited to receive what I thought was a permanent job which literally turned out 'summer job' (embarrassed to say the industry) where the Employer would probably have been better deeming it actually fixed term but at that time you didn't really hear about FTC; 3 months later the team were given redundancy letters with one week's notice. (it turned out the company had quite a reputation for working this way..)

Many years ago the temp division of the agency i worked at were asked to find a PC engineer (told it was ages ago) to work onsite at a clients client providing deskside support for 6 weeks. We couldnt find anyone at the pay they were willing to pay, they then advertised it as a perm job in the paper and took on a guy registerred with us who wouldnt have done it at the temp rate we were given. 6 weeks later he reregistered having been made redundant (during probation so no payout 1 weeks notice only) as "the client has ended the contract"

They did it on at least 3 further occasions we knew of and actually changed their name from xy contrywide to xyz worldwide in the middle to try and escape bad reviews/reputation