Fixed term contracts

• replacement of another employee who is temporarily absent;
• temporary increase in work volume (expected duration up to 12 months);
• student or graduate internships;
• project work;
• non-citizens that have been granted a work permit for a defined period;
• seasonal work;
• public works or job creation schemes;
• positions funded by external sources for a limited period;
• after retirement age was reached;  or
• any other justifiable reason

Using a fixed term contract as a probation period, is not a justifiable reason in terms of the LRA and constitutes unfair labour practise.  Termination of the contract after completion of the fixed term, may be seen as unfair dismissal.

Can a fixed term employment contract be renewed?

The employer must be careful not to create an expectation of permanent employment with the employee, which can easily happen when a fixed term employment contract is renewed. When renewing such a contract (for a second, similar period), the employer must inform the employee in writing that there will be no further renewals and confirm the expiry date of the contract. The more frequently an employer rolls over a fixed term contract, the more reasonable becomes the employee’s expectation that it will continue to be rolled over in the future, hence creating an expectation of permanent employment.

If a fixed term employment contract comes to an end and the employee remains in this position, legislation states that that employee will be considered a permanent employee. This means that the contract will be deemed to have been tacitly renewed on the same terms, except that the relationship will now be of a permanent duration and the contract may only be terminated by dismissal, the employee’s resignation or death.

Employers must clearly understand that to disguise what is actually permanent employment in the form of a fixed term contract is illegal.

Be proactive: