Fixed-term Contracts In Ireland: A Practical Employer Guide

Fixed-term contracts can help employers manage resourcing needs, but they come with specific obligations under Irish employment law. This guide answers common questions on equal treatment, renewals, probation, notice, dismissal risk and redundancy.

Article highlights:

1. Fixed-term employees must not be treated less favourably than comparable permanent employees unless the difference is objectively justified.
2. Employers should review renewals carefully once an employee approaches three years’ continuous service on successive fixed-term contracts.
3. The expiry of a fixed-term contract can still amount to a dismissal, so the contract wording and surrounding process matter.
4. An employee may become entitled to a contract of indefinite duration if successive fixed-term contracts exceed four years without objective grounds.