Fixed-term and part-time work
Lots of students will be offered work on a part-time or fixed-term basis, to fit around study commitments and the holidays. But that doesn’t mean you have fewer rights. Indeed, you have certain additional protections from being treated differently to comparable full-time/permanent staff.
What rights do I have if I’m on a fixed-term contract?
If you are an employee working on a fixed-term contract you have the right not be treated less favourably than permanent employees doing the same or largely the same job as you, unless your employer can show that there is a legitimate (and justifiable) business reason for doing so. Employers must also ensure that fixed-term employees get the same pay and conditions as permanent staff, the same or equivalent benefits package, and information about permanent vacancies in the organisation.
If your fixed-term contract isn’t renewed, and you have at least two years’ continuous service, your employer must have a fair reason for dismissing you. If they don’t, you may have an unfair dismissal claim. If they no longer need someone to do your role you may also be entitled to a redundancy payment.
What if I work part-time?
If you are a part-time worker, you have the right not to be treated less favourably than a comparable full time worker.
In summary, this means you should be treated the same in relation to pay and leave, pension contributions, benefits, training and development, and promotions. Benefits such as pay and leave can (and will be) prorated according to the hours you work.
How Which? Legal can help
If you’ve got a question about a fixed-term and/or part-time or other type of contract, our solicitors can help. We can explain your rights, and walk you through your options. We’ll:
- listen to what’s happened
- help you understand your contract, and your rights
- discuss your options and the time limits for bringing any claims
Please note: forthcoming changes in the law (as a result of the Employment Rights Act 2025) may affect the content of this page:
No earlier than October 2026:
The time limit to bring most claims in the employment tribunal will increase from three to six months. The requirement to go through ACAS early conciliation before issuing most claims is not affected by these changes. Please note, the time limit to pursue a breach of contract claim in the employment tribunal will remain at three months.
Expected from 1 January 2027:
The length of service required to bring an ‘ordinary’ unfair dismissal claim will be reduced from two years to six months. Therefore, if you have at least six months continuous service by 1 January 2027 you will benefit from unfair dismissal protection. Claims where no qualifying period of service is required remain unaffected.
The statutory cap on the compensatory award in ordinary unfair dismissal cases will be removed.
- Unlimited access to legal experts
- Confidential advice you can trust
- Advice on the issues that matter - consumer rights, travel, motoring, housing and wills and more
- Cover for your whole household
- Regular legal news and guidance straight to your inbox
- Unlimited access to legal experts
- Confidential advice you can trust
- Advice on the issues that matter - consumer rights, travel, motoring, housing and wills and more
- Cover for your whole household
- Regular legal news and guidance straight to your inbox
Read our common questions
Brendan Donohue
Brendan joined Which? in 2018 and is a member of the Employment Lawyers Association.
Duncan Snook
Duncan joined Which? as an employment law specialist in May 2018. He has over 10 years of experience as an employment solicitor in private practice.
