ChatterBank4 mins ago
Fixed term employment contract
1 Answers
Is it correct that after four years of fixed term employment with the same organisation the employee has gained the right to permanancy?
My circumstances are such that I have (almost) been employed in the same organisation for four years, initially as a manager on a fixed term contract which was extended, and then following a temporary promotion as a senior manager on another fixed term contract, which also was suqsequently extended.
If this is the case, would I soon gain the rights to permanancy at the manager-level post, as it is by 'substantative' post?
A reference to legislation would be most helpful!
Many thanks.
My circumstances are such that I have (almost) been employed in the same organisation for four years, initially as a manager on a fixed term contract which was extended, and then following a temporary promotion as a senior manager on another fixed term contract, which also was suqsequently extended.
If this is the case, would I soon gain the rights to permanancy at the manager-level post, as it is by 'substantative' post?
A reference to legislation would be most helpful!
Many thanks.
Answers
Only 1 answer
Best Answer
No best answer has yet been selected by luckystrike. Once a best answer has been selected, it will be shown here.
For more on marking an answer as the "Best Answer", please visit our FAQ.
Not quite.
What is probably true is that you may have acquired employment protection rights under the various parts of the legislation because of the length of your continuous service. What that means is that, in the event that they wished to terminate your contract, you should be entitled to redundancy payment, and that you would be protected against unfair dismissal in the same way as a permanent employee (else you could make a complaint to an Employment Tribunal).
The word, BTW, is 'substantive' and your use of it suggests a public sector employer. Indeed only a public sector employer would be so stupid as to have allowed this to happen. Good to you.
What is probably true is that you may have acquired employment protection rights under the various parts of the legislation because of the length of your continuous service. What that means is that, in the event that they wished to terminate your contract, you should be entitled to redundancy payment, and that you would be protected against unfair dismissal in the same way as a permanent employee (else you could make a complaint to an Employment Tribunal).
The word, BTW, is 'substantive' and your use of it suggests a public sector employer. Indeed only a public sector employer would be so stupid as to have allowed this to happen. Good to you.
Only 1 answer
