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On the surface, it is understandable how an employer might consider that an employee who has not turned up to work for a prolonged period of time could be considered to have abandoned their employment.

Fixed-term contracts offer flexibility for Irish employers, but they require careful navigation of equal treatment obligations, renewal restrictions, and dismissal risks. Understanding the Protection of Employees (Fixed-Term Work) Act 2003 is essential to avoid inadvertent legal liability and ensure compliance with successive contract limits, probation requirements, and redundancy entitlements.