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Fixed-term contracts usually conclude when they reach the specified end date. At this point, the employer does not need to give any notice. However, they can be extended/renewed at the end of said contract.

The company can also extend the fixed term employment to permanent employment on a case to case basis depending upon performance of the employee subjected to the requirements.

The Fixed term contract law is quite prevalent in the industry today. It is important to understand how it came into existence. It is like a contractual relationship between the employer and the employee that is defined for a certain period. The labour laws of the nation govern these contracts.

A fixed term contract is exactly what the name implies. It is a contract which runs from one specified date to another specified date. Upon the second date being realized, the contract (and thus the employment relationship) is terminated and the employee joins the ranks of the unemployed.

Any employee on fixed-term contracts for four or more years will automatically become a permanent employee, unless the employer can show there is a good business reason not to do so.

Examples of fixed-term employees are: staff taken on for six months during a peak period (such as agricultural or seasonal shop workers) a specialist employee taken on for the duration of a project. someone employed to cover during another employee's maternity leave.

For a fixed term contract exceeding fifteen months duration, probation shall be of six months. If the fixed term contract is of a duration less than six months, the probationary period shall be one third of the duration of the contract. Probation can be shorter by agreement between the parties.