{"id":190899,"date":"2024-10-22T01:27:42","date_gmt":"2024-10-22T00:27:42","guid":{"rendered":"https:\/\/legalvision.co.uk\/?p=190899"},"modified":"2026-03-31T01:40:28","modified_gmt":"2026-03-31T00:40:28","slug":"renewing-ending-fixed-term-contracts","status":"publish","type":"post","link":"https:\/\/legalvision.co.uk\/employment\/renewing-ending-fixed-term-contracts\/","title":{"rendered":"Renewing or Ending Fixed-Term Employment Contracts"},"content":{"rendered":"\n

A fixed-term contract<\/a> is an employment agreement that ends on a specific date or when a defined task is completed, unless it is renewed by agreement. For your business, how you handle renewal or non-renewal carries legal risk, as ending a contract can amount to a dismissal and trigger unfair dismissal or redundancy obligations if mishandled. You must plan ahead, follow fair processes and document decisions to avoid disputes and liability. This article explains how to renew or end fixed-term contracts and the key legal risks for employers.<\/p>\n\n\n\n

Understanding Fixed-Term Contracts<\/h2>\n\n\n\n

A fixed-term employment contract automatically terminates on a specified future date or after a defined period unless renewed by mutual agreement. Employees are usually considered to be on fixed-term contracts where they have an employment contract with you, and their contract ends on a particular date or on completion of a specific task. There are a number of different types of fixed-term contracts:<\/p>\n\n\n\n