Quote:
Originally Posted by Chris
AFAIK you have very few rights one way or the other, certainly with regards to to dismissal. However offering you a fixed contract has additional benefits to the employer such as the ability to exclude you from any benefits you might otherwise be entitled to (e.g. staff discount, if one is applicable to that business). I worked for a company for 18 months recently, on three consecutive fixed contracts, which excluded me from the pension scheme and bonus scheme amongst other things - and the automatic end-of-year pay rise. I had to renegotiate my salary at the end of the second contract.
It may also be useful to your would-be line manager; if the company is trying to keep head-count down, fixed-term employees can be hidden as project costs rather than normal HR costs.
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I think this is a very relevant reply, mainly because of how it highlights the potential difference between a 'rolling' fixed term contract & an open contract with a probationary period.
My current job had a contractual 6 month 'probation' period, but was not fixed term, so after completing the 6 months I am now eligible for the benefits such as pension scheme, health insurance & bonus.
Having said that, there is nothing to stop anyone continuing to apply for new jobs, no matter what their contractual status - and it is, sometimes, easier to find work when you are already working.....