Last checked 13/07/2018
As of 30 March 2019, all EU law will cease to apply to the UK, unless a ratified withdrawal agreement establishes another date, or the European Council and the UK decide unanimously to extend the two-year negotiation period. For more information about the legal repercussions for businesses:
Equal employment conditions
You must offer your fixed‑term staff the same employment conditions as your permanent staff including pay, leave, notice periods and other rights and benefits linked to their employment. As an employer you must notify your fixed-term staff when vacancies for permanent posts become available.
Successive fixed-term contracts
EU countries must implement at least one of the following measures in their national laws to prevent misuse of successive fixed‑term contracts:
- objective reasons for the renewal of fixed‑term contracts
- maximum total duration of successive fixed‑term contracts
- maximum number of renewals of fixed‑term contracts
Health and safety
Before they start work, you must inform your employees of any possible risks involved in the job they will undertake, including any special qualifications, skills or medical surveillance needed.
In some EU countries, you cannot use fixed-term workers for certain jobs, especially if they require special medical surveillance.
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Your EURES Adviser can inform you on working conditions as well as assist you in the recruitment procedures in your country or your cross-border region.