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View full libraryUse this Fixed-Term Contract of Employment Template to set out the terms and conditions for employing someone for a defined period or until a specified task or event is completed. It helps employers document the role, pay, working arrangements, employment rights and the circumstances in which the contract will end.
Use this template to:
<p>If you are creating or reviewing employment contracts, the toolkit brings together practical HR templates covering terms, drafting, review, issue and updates.</p>
This template brings together the key information, sections and considerations you need to create a clear, comprehensive and professional HR document. Preview the document below.
1 Parties to the Agreement
1.1 Employer: [Company Name]
1.2 Employer Address: [Registered Office / Business Address]
1.3 Employee: [Employee Full Name]
1.4 Employee Address: [Employee Address]
1.5 Job Title: [Job Title]
1.6 Department: [Department]
1.7 Reporting To: [Manager / Job Title]
2 Appointment and Start Date
2.1 The Company agrees to employ you as [Job Title], and you agree to work in that role subject to the terms of this agreement.
2.2 Your employment will commence on [Start Date]. Your principal duties and responsibilities are described in this agreement and any applicable job description provided to you. The Company may reasonably adjust your duties to meet operational requirements, taking account of your skills, experience and the terms of your employment.
3 Reason for the Fixed-Term Appointment
3.1 Your appointment is for a fixed term because [insert reason, such as temporary project work, seasonal demand, a defined business requirement or cover for an employee's absence].
3.2 The expected duration of the appointment is linked to this requirement. The Company will review the position as the expected end date approaches and will communicate any decision about an extension, renewal or non-renewal in accordance with the contract and applicable law.
4 Duration and End of the Fixed Term
4.1 Select and complete the applicable option, deleting the other.
4.1.1 Option A — Fixed end date
4.1.1.1 Your employment is expected to end on [End Date], unless it ends earlier in accordance with the termination provisions of this agreement or the parties agree in writing to extend or vary the contract.
4.1.2 Option B — Completion of a task or occurrence of an event
4.1.2.1 Your employment is for the purpose of [describe the specific task or event]. It is expected to end when [define the event or completion criteria clearly]. The anticipated end date is [Expected Date], although the actual date may depend on when the specified task or event is completed. The Company will communicate the expected end date and any relevant change as soon as reasonably practicable.
4.1.2.2 The fixed-term nature of this agreement does not remove any statutory employment rights. Any extension or renewal must be confirmed in writing, including the revised end date or event and any agreed changes to the terms.
5 Place of Work
Your normal place of work will
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A Fixed-Term Contract of Employment provides a written record of the terms applying to an employee engaged for a defined period or until a specified task or event is completed. It is useful where an organisation needs temporary capacity, project support, seasonal assistance or cover for an employee who is absent. The contract should explain why the role is fixed term and make the intended duration clear.
The contract should state the employee's start date and either a specific end date or the event that will bring the arrangement to an end. It should explain the reason for the fixed term, such as project completion, temporary funding or absence cover. Where the end date depends on an event, the wording should be sufficiently clear to avoid uncertainty about when employment is expected to finish.
As with other employment contracts, the document should specify the job, duties, reporting arrangements, workplace, working hours, pay, holiday entitlement, sickness arrangements, benefits, pension information and notice provisions. Employers should also provide all required written particulars within the applicable statutory timescales. The contract should be consistent with relevant policies and actual working practices.
Fixed-term employees generally have the right not to be treated less favourably than comparable permanent employees because of their fixed-term status, unless different treatment is objectively justified. They should receive information about permanent vacancies and have applicable statutory rights relating to pay, holiday, working conditions and dismissal. Employers should review successive contracts and service history carefully, particularly where the employee approaches four years of continuous fixed-term employment.
The contract should distinguish between reaching the agreed end date and ending employment early. Early termination will depend on the contractual wording and applicable law. If an extension or renewal is agreed, the revised terms and end date should be confirmed in writing. If the contract will not be renewed, the employer should consider whether the decision constitutes a dismissal, whether redundancy is involved and whether any notice, consultation or other legal requirements apply.
This template provides a structured starting point for UK employers. It should be tailored to the role, the reason for the fixed term, the employee's service history and the organisation's requirements before it is issued.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Fixed term contract of employment, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
Use this Fixed-Term Contract Review Meeting Invitation Letter Template to invite an employee to a meeting before their fixed-term contract expires.
Use these best practice actions, recommended timescales and process stages to understand when and how the Fixed term contract of employment should be used, helping ensure each step is handled consistently and appropriately documented.
Understand the common mistakes to avoid when using this HR template, helping you reduce risk, prevent unnecessary costs and ensure the process is handled correctly.
A fixed-term contract is an employment contract that ends on a specified date or when a particular task or event is completed. It is commonly used for project work, seasonal requirements, temporary increases in workload or covering an employee's absence. The expected duration and the reason for the arrangement should be clear.
Fixed-term employees have statutory employment rights and are generally protected against less favourable treatment than comparable permanent employees because of their fixed-term status, unless the difference is objectively justified. The specific rights available depend on the law and the employee's circumstances.
Early termination depends on the contract's terms and applicable law. If the contract permits early termination, the employer must follow the relevant notice provisions and statutory requirements. If it does not provide for early termination, ending it before the agreed date may create a risk of breach of contract. Employers should check the terms before taking action.
Generally, an employee who has been continuously employed on successive fixed-term contracts for four years or more will become permanent unless continued fixed-term status is objectively justified or a relevant collective or workforce agreement modifies the rules. Employers should review the employee's service history and the reasons for the arrangement before renewing it.
Non-renewal is generally treated as a dismissal. Employers should consider the reason for the decision, the employee's service and any applicable notice, written reasons, unfair dismissal or redundancy rights. Where the work is ending because it is no longer required, the employer should consider whether the circumstances amount to redundancy and whether a formal process is needed.
HRDocBox provides practical, editable HR templates designed for UK employers and SMEs. Its resources help organisations document employment terms consistently, prepare for key employment decisions and consider relevant compliance requirements. Templates should be adapted to the role and the organisation's circumstances.
HRDocBox provides purpose-built HR documentation structured around practical workplace processes and UK employment considerations. A dedicated template gives employers a consistent starting point and helps identify important contractual and procedural issues. AI can assist with tailoring wording, but employers should verify legal requirements and obtain specialist advice where necessary.
How this content is developed and reviewed
The Fixed term contract of employment template is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates and supporting information are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing employment contract HR processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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