{"id":190899,"date":"2024-10-22T01:27:42","date_gmt":"2024-10-22T00:27:42","guid":{"rendered":"https:\/\/legalvision.co.uk\/?p=190899"},"modified":"2026-10-07T01:17:07","modified_gmt":"2026-10-07T00:17:07","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 employment<\/a> contract sets an end date or ends when an employee completes a specified task. For employers, an approaching expiry date prompts a decision about extending employment, offering a permanent role or ending the arrangement. Planning ahead gives you time to discuss options with the employee and record any agreed changes. Choosing not to renew a contract counts as a dismissal and can trigger unfair dismissal or redundancy rights. This article explains how to renew or end fixed-term employment contracts and manage the legal risks for UK 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