Where the end of a fixed-term contract qualifies as a redundancy situation, staff may be eligible for a redundancy payment.

What is redundancy?

A redundancy situation arises when:

• The University has ceased or intends to cease, to carry out the work for which the employee was employed in the place where the employee was so employed
• The requirements of the University for employees to carry out work of a particular kind have ceased or diminished or are expected to cease or diminish

Does the end of a fixed-term contract always constitute a redundancy?

In many cases the end of a fixed-term contract will give rise to a redundancy situation as there is no longer a requirement for work of that kind because, for example, the research project has been completed.

However, there are circumstances where this is not the case. For example:

• if someone has been brought in to provide temporary cover for staff absence
• the work requirement is ongoing but there are benefits to be gained by advertising the post more widely - this could arise where someone has been brought in as a direct appointment and the requirement for the work to be done has been extended

Redundancy payments

Employees made redundant following two or more years' continuous service as at the date of dismissal will be eligible for a redundancy payment based on one week's pay for each completed year of service.

The calculation will be based on the employee's gross weekly pay excluding any fluctuating payments ie bonuses, non-contractual overtime etc. and will include any entitlement to statutory redundancy pay.

• University redundancy procedure
• Contractual redundancy calculator [Excel]