End of Fixed Term Contract Right to Appeal

As of the 6th of April 2020, the right to appeal for those who have reached the end of their fixed term contract has been removed. This is due to a change in the law, which has removed the right for employees to claim unfair dismissal unless they have served over two years with a company. This change now also applies to those on fixed term contracts, meaning that those who have served less than two years on a fixed term contract no longer have the right to appeal.

The change in the law has come under scrutiny and has raised concerns for those on fixed term contracts. Given that these contracts by their nature have a fixed and predetermined end date, it leaves employees in a vulnerable position. With the removal of the right to appeal, it’s possible that employees could be dismissed without an opportunity to contest their dismissal.

It’s important to note that this change only applies to those who have completed their fixed term contract, and doesn’t impact those who are still employed on a fixed term contract. However, some industries are particularly reliant on fixed term contracts, such as education, where it’s common practice to use fixed term contracts for supply teachers or temporary staff.

It’s understandable that employers need the flexibility to manage their workforce and that the change in the law has been implemented to help support businesses. The government’s reasoning behind the change is to help reduce the number of disputes, which are often costly and time-consuming. However, many argue that this change could lead to an increase in unfair dismissal as employees are now less likely to push back against employers who may be taking an unfair stance.

Employees who have served on a fixed term contract for over two years are still entitled to bring a claim for unfair dismissal. And employees who feel they have been dismissed unfairly can still seek redress through the employment tribunal system. It’s important that both employers and employees are aware of their rights and responsibilities and that the correct procedures are followed to ensure that the dismissal isn’t challenged unfairly.

In conclusion, while the end of fixed term contract right to appeal may have been intended to streamline the employment tribunal process, it’s important to consider the impact of this change on both employers and employees. Employers must ensure that they follow fair and clear procedures when dealing with the end of a fixed term contract, and employees must be aware of their rights under employment law. The employment landscape is changing, and it’s important to stay up to date with these changes to ensure that our workforce remains protected.