Put the right fixed term contract in place before the role begins

Because an end date on its own does not settle every issue. The contract should also line up with the role being offered, the reason for the fixed term, the employee's entitlements and what is meant to happen when the term finishes. If the written terms do not match the real arrangement, problems can arise later around notice, expectations of ongoing work or how the engagement is characterised. The practical working model can be just as important as the contract wording, so the document should be written around the actual job rather than just inserting dates into a template.

Most fixed term employment contracts cover the start date, the end date or triggering event, the employee's duties, hours, pay, leave, confidentiality and standard employment terms. Depending on the role, the contract may also deal with probation, bonuses, intellectual property, restraints, equipment, policy compliance or specific project-based expectations. End-of-term wording is especially important, because it should be clear about how the arrangement is intended to conclude. We draft or review the contract as a whole so those clauses work together, rather than treating the term provision as the only point that matters.

It usually depends on why the role is fixed term in the first place, how long the engagement is expected to run, whether the role is linked to a project or temporary need, and what other employment documents already exist. Pay structure, incentive arrangements, access to confidential information and any business-specific obligations can also affect the drafting. The drafting should be matched to the commercial arrangement, the documents already in use and the facts around how the work is performed. That is why two roles with the same end date can still need quite different contract wording.

Usually not without checking the engagement first. A fixed term employment contract is for an employee engaged for a defined period or defined endpoint. Contractors and casual employees raise different classification and entitlement issues, and using the wrong document can create confusion about rights and obligations from the outset. If you are deciding between employee, contractor or casual engagement, that should be worked through before the contract is finalised. This service We will make the key issues clear so you can decide what to do next. if the underlying arrangement is unclear or changes in practice.

Sometimes a template looks fine until you compare it with the actual role. Common problems include vague end-of-term wording, inconsistent pay or leave clauses, missing confidentiality or IP terms, and wording that does not fit the reason the person is being hired for a limited period. A template may also clash with your policies or other employment documents. For a short-term hire, those issues can still matter. A tailored contract is usually more useful where the role has project deliverables, access to sensitive information, incentive arrangements or a realistic chance of changing over time.

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