Need

• Businesses may use a fixed-term contract when hiring someone who has certain skills when and as they are required, according to Business Link. They may also want to hire specific labor when and as it is needed. For example, if a business is experiencing a busy run-up to Christmas, it might decide to hire somebody to help. However, it will only want to hire the extra employee specifically for that busy period of shopping right before Christmas.
  
  

Equal Treatment

• Employees who have been hired under a fixed-term contract have the right of being treated the same as comparable permanent employees, according to Business Link. There are exceptions to this rule, such as if they are special situations that can be justified. In general, fixed-term contract employees have the right to get the same benefits package, the same conditions and pay, the same pension scheme, and the same chance to apply for permanent positions and vacancies in the business.
  
  

Permanent Status

• Employees who have been working under a fixed-term contract have the right to permanent status conversion if they have been employed under successive fixed-term contracts for greater than four years, consistently. An employer may deny this if she can objectively justify a rejection of converting an employee to permanent status. An employer has no right to refuse if the employee has been on one fixed-term contract that has lasted four or more years, in contrast to a situation where an employee has been hired under a series of fixed-term contracts.
  
  

Unfair Termination

• A fixed-term contract allows an employee to pursue a claim for unfair termination if a certain criterion is satisfied, according to Business Link. An employee who is hired under a series of continuous, fixed-term contracts has the right to file a claim for unfair termination. This is only the case if the employer does not renew his contract. This is only applicable to the employee if the statutory term of one year from the time he was hired has already passed.