If there are any specific topics you would like covered in this publication, please forward your suggestions to Thomas McDonagh of Adare Human Resources Management: firstname.lastname@example.org.
- Employment Case Law – each month we review a number of interesting employment law cases and consider their implications for organisations. This month we look at the Probation Period. Read more >>>
- Workplace Relations Commission (WRC) Decisions – each month we look at and review the decisions from the WRC. This provides a valuable insight into the types of discrimination cases before the WRC and the decisions that are issued. Read more >>>
- What to Keep an Eye Out For – what is new, changing, potentially changing or what you may have missed. Read more >>>
Unpaid Leave for Carers
A fixed term contract is a contract which is put in place for a temporary period and has a definite duration or purpose. The end of the contract is determined by an objective condition such as:
- The arrival of a specific date
- The completion of a task / project
- The occurrence of a specific event.
In respect of Employees who commenced on or after 14th July 2003, the Employer is only permitted to employ that person for a period of four years on two or more successive fixed-term contracts. Following four years of fixed-term employment, the Employee may seek to be made permanent, unless there are objective grounds justifying a further renewal of the contract and not offering a permanent post at that time.