Employers often mistakenly believe that they are better
protected by choosing fixed-term (temporary) employment
arrangements instead of indefinite (permanent) employment
arrangements.
While this may be true in very limited circumstances –
i.e. to cover pregnancy/parental leaves and/or seasonal jobs where
the end date of the contract is somewhat certain, in the vast
majority of situations, fixed-term contracts are not advisable
because the implications for employers who seek to terminate
employees under fixed-term contracts can be quite severe.
Ontario's Employment Standards Act,
2000 provides that employees employed pursuant to a
fixed-term employment contract are not entitled to notice on
termination (or pay in lieu
thereof) unless:
