A fixed term employee is someone who is employed under a contract which contains a specific start and end date or who is employed to carry out a specific task or project or the continuity of whose contract is contingent on a particular event such as the availability of continued funding from an external source.
Employees cannot remain on a series of fixed-term contract indefinitely. If an employee whose employment commenced prior to the 14 July 2003 accrues three years or continuous service as a fixed term employee, when that employee’s contract comes up for renewal on or after the 14 July 2003, the employee can only be offered one further fixed-term contract. This renewal on a further fixed-term basis cannot be for more than one year. After this, if the employer wishes the employee to continue, it must be with a contract of indefinite duration.
If an employee who commenced employment on a fixed-term basis on or after 14 July 2003 has had two or more fixed term contracts, the combined duration of the contracts shall not exceed four years. After this, if the employer wishes the employee to continue, it must be with a contract of indefinite duration.
For further information download the Guide to Protection of Employees (Fixed-Term Work) Act, 2003.
Follow the link to the relevant legislation; Protection of Employees (Fixed Term) Work Act 2003 and the pre-certified re-stated legislation
Complaints in relation to fixed term contracts can be made to Workplace Relations by completing the Single Complaint Form.