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Whytecroft Ford Ltd is a limited company registered in England and Wales and authorised by the Immigration Advice Authority (registration number: F201900075). We provide professional advice and services in relation to UK Immigration and Indian law matters. Our consultants bring extensive experience and specialist knowledge across their respective practice areas.

We had an excellent experience with our immigration lawyer, and we couldnt be more grateful for More their support throughout the entire process. From the very beginning, they were patient, knowledgeable, and incredibly thorough in explaining each step, which gave us great peace of mind.They guided us through what could have been a very stressful journey with clarity and confidence, always making sure we understood our options and what was required at every stage. Communication was outstanding questions were answered promptly, and no concern ever felt too small.Thanks to their expertise and dedication, the process felt smooth and well-managed from start to finish. We truly felt supported and in safe hands the entire time. I highly recommend them to anyone looking for a reliable, professional, and genuinely caring immigration lawyer.

Absolutely thrilled with how the team handled my case to assist in getting myself and girlfriend More a visa to begin our lives together. We had some insight into what was needed but a lot of the info made public wasnt always up to date or accurate and Tehreem and her team made sure we had everything we needed and more to make sure we were able to send in our application and pay the fees needed even when the UK site was having issues excepting payments from both of our bank accounts. They were always updating and reaching out to make sure we knew what our next steps would be or if wed need to have anything extra. I absolutely am beyond thankful for what they did and helped us with I will always recommend this company, Lexvisa, by name for any person looking for affordable and quality assistance with visas and immigration.

This article is written for HR professionals and business owners who need clarity on how fixed term contracts operate in practice under UK employment law. It addresses the questions employers actually ask: what a fixed term contract legally means, what rights attach to fixed term status, how redundancy and maternity leave interact with fixed term arrangements, how notice periods operate, and when a fixed term contract becomes a contract of indefinite duration by operation of law.

A fixed term contract is one of the most commonly used employment structures in the UK, yet it remains one of the most misunderstood from a legal risk perspective. Many employers assume that because a contract has an end date, the legal obligations attached to it are lighter. In reality, the opposite is often true. Fixed term contracts sit within a tightly regulated statutory framework, and non-renewal decisions regularly generate unfair dismissal, redundancy and discrimination claims.

Tribunal claims involving fixed term contracts most frequently arise at the point of expiry. Employers often treat the end of a fixed term contract as an administrative event rather than a dismissal decision. In law, however, the expiry and non-renewal of a fixed term contract constitutes a dismissal. If the employee has the necessary continuity of service, the employer must justify that dismissal and demonstrate procedural fairness. Where disputes escalate, employers can find themselves defending proceedings in the Employment Tribunal with avoidable evidential weaknesses.

A fixed term employment contract is not a lesser form of employment. It is a full contract of employment governed by the Employment Rights Act 1996 and the Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002. The presence of a defined end date does not dilute statutory protection. Nor does it remove the need for a fair reason and fair process where qualifying service thresholds are met.

What this article is about: This guide provides a detailed legal and practical analysis of fixed term contracts in the UK. It explains the statutory framework, the four-year rule, redundancy and maternity implications, early termination risks and renewal governance. It is designed to help employers use fixed term contracts deliberately and lawfully, while avoiding the compliance traps that most commonly lead to Employment Tribunal claims. For wider compliance context and governance expectations, see our employment law hub.