Extending fixed-term contracts

Fixed-term contracts may be extended for a limited time only.

Extending a fixed-term contract

Managers will need permission from their Head of Department, and confirmation of funding from their management accountant and/or RGO contact to extend or make open a fixed-term contract.

Contract variation form

Using successive fixed-term contracts

We are committed to appointing employees on open contracts wherever appropriate and will transfer individuals to an open contract when a contract is extended following two years' continuous service, provided there is an ongoing requirement for the work.

The continued use of a fixed-term contract despite two years' service may be appropriate in cases where any of the following reasons apply:

  • where further time is required to finish a specific task-oriented project which has gone beyond its original deadline
  • to provide a secondment or career development opportunity
  • where an employee is taking up a demonstrably different post, ie the individual has applied and been appointed to a publicly advertised post or where they have obtained the post via internal redeployment.

Transfer to an open contract

When individuals are transferred to open status, HoDs are advised to review and re-issue their job description so that both parties are clear about the expectations and requirements of the role eg a requirement to attract funding.

Where funding is only available for a limited period of time, e.g. via a research grant, the individual will be advised of the position on transfer to an open contract and the HoD will be responsible for keeping them advised of the funding situation.

Applications for open contract status

Anyone who has their fixed-term contract renewed or extended after two years' service can apply, in writing, for confirmation that their employment is to be regarded as an open contract.

If the University considers that it is justifiable for the employment to remain fixed-term, they will be provided with a full written explanation of this within 21 days of their application.

The individual can, appeal this decision by writing to the Director of Human Resources within 10 working days of receiving this explanation, stating their grounds for appeal. An appropriate manager will be identified to convene a meeting of interested parties in order to review the case.