There are legal changes to the way you treat fixed-term and temporary employees

If you use fixed–term contracts in your workplace, you need to make sure they’re in line with the new Labour Relations Amendment Act.

If you don’t know how to implement and manage fixed-term contracts you could land up with an unfair labour practice case on your hands! We’ll show you how to avoid the pitfalls and manage fixed-term employees properly and to your benefit.

Which of these questions do you need answered?

  • What is a fixed-term contract?
  • What are the types of fixed-term contracts?
  • What is the effect of the Labour Relations Amendment Act on fixed-term contracts?
  • When can a fixed-term contract be more than three months?
  • What is expectation of renewal?
  • What do I need to include in my fixed-term contracts?

If you use fixed–term contracts in your workplace, you need to make sure they’re in line with the new Labour Relations Amendment Act which came into effect on 1 April 2015.
 
If you don’t know how to implement and manage fixed-term and temporary contracts you could land up with an unfair labour practice case on your hands!

We've included three sample contracts you can use in your copy of the Labour Law for Managers Practical Handbook.

We've also included a comprehensive checklist that you need to apply to all your fixed-term contracts so you don't miss

Checklist: Include these seven items in your fixed-term contracts

  • Determine exactly what you need the employee’s services for.
  • Work out if it’s for a specific time or for a specific project.
  • Ensure you’re clear on why you’re hiring a fixedterm contract employee before you appoint him.
  • Ensure that all the relevant employees in your company, and especially the employee, know and understand who has the authority to renew the contract legitimately.
  • Tell the employee if you’re terminating the fixedterm contract. If it’s a termination, and you won’t be renewing it, let the employee know in advance.
  • All fixed-term contracts and renewals must be in writing.
  • Clearly explain the reason for the renewal.

There are six additional items to include in your contract. They’re vital to know and you can find them in section F02 of your Labour Law for Managers Practical Handbook.

Can you terminate a fixed-term contract before it expires?

You need to have this vital element in your contract otherwise you won't be able to terminate early if you need to. Otherwise you could land up with an unfair dismissal on your hands and have to pay, or even re-instate the fixed-term employee!

In the Labour Law for Managers Practical Handbook, we also answer your questions about:

  • What happens if you forget to renew a fixed-term contract and the employee carries on working?
  • Can an employee on a fixed-term contract claim dismissal and permanent employment?
  • When will a fixed-term employee be cosidered permanent?
  • And all other aspects of fixed-term contracts and employees!


You’ll also find information on:

  • The CCMA has processed over one million disputes and employees have won more than 50%! Are you prepared?
  • Employment Contracts: What the law says you must do
  • Do you know how to legally dismiss your employee?
  • Do your employees abuse their leave?
  • Do you know one day’s absence can cost you 3 days’ salary? Start proactively dealing with absenteeism today!
  • Make sure you resolve employee grievances before they turn into major CCMA or Labour Court disputes!
  • How to make the law work for you when it comes to overtime
  • 10 Essential steps to dismissing for poor performance - have you covered all your bases?
  • Strikes can cripple your business – find out how to prevent them
  • 14 Ways to comply with employment equity