Free Fixed-Term Employment Contract Template

FIXED-TERM APPOINTMENT AND REASON

The Employer appoints the Employee to the position of Senior Research Scientist (Grant Project) for a fixed term beginning on 2026-06-01 and ending on 2028-05-31, unless terminated earlier in accordance with this Contract. The Employee's normal place of work shall be Helix Research Laboratory, 7 Portland Place, London W1B 1PP.

Reason for fixed term: this fixed term is objectively justified by reference to performing work funded by a time-limited external grant or funding award (UKRI/BBSRC grant BB/ABC12345/1 — "Genomic Biomarkers in Cardiac Disease" runs June 2026–May 2028). The Employer confirms that the reason is real and that equivalent permanent comparators (where they exist) enjoy no materially more favourable treatment other than where such treatment is itself objectively justified, in accordance with regulation 3 of the 2002 Regulations.

The appointment is conditional on the Employee's evidence of the right to work in the United Kingdom under section 15 of the Immigration, Asylum and Nationality Act 2006 and on satisfactory completion of any pre-employment checks reasonably required.

DUTIES

The Employee shall perform faithfully and diligently the duties of Senior Research Scientist (Grant Project) and such other duties as the Employer may reasonably require, commensurate with the Employee's skills and experience. The Employee shall devote the whole of their working time during the fixed term to the Employer's business and shall comply with the Employer's policies and procedures as amended from time to time.

REMUNERATION AND HOURS

The Employee shall be paid a gross annual basic salary of £58,000 GBP per annum, payable monthly in arrears on the last working day of each calendar month by bank transfer, subject to PAYE deductions. The salary satisfies the National Minimum Wage and, where applicable, the National Living Wage under the National Minimum Wage Act 1998.

Normal working hours: 37.5 hours per week, according to the pattern: Monday to Friday, core hours 10:00–16:00 with flexible start/finish. The basic salary is inclusive of reasonable additional hours; no separate overtime is payable unless otherwise agreed in writing.

The Working Time Regulations 1998 apply; the Employee is entitled to daily and weekly rest periods and in-work breaks under regulations 10-12.

EQUAL TREATMENT WITH PERMANENT EMPLOYEES

In accordance with regulation 3 of the Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002, the Employee shall not be treated less favourably than a comparable permanent employee in respect of the terms of this Contract, any period of service qualifications, access to training and vocational development, or the opportunity to secure any permanent position in the Employer's organisation, unless the Employer can objectively justify such treatment. The Employee has the right, under regulation 5, to be informed by the Employer of available permanent vacancies. The Employee may request, under regulation 5, a written statement of the reasons for any treatment that the Employee believes to be less favourable.

ANNUAL LEAVE

The Employee is entitled to 30 days paid annual leave per holiday year (pro-rated for any partial year), in addition to or inclusive of bank and public holidays as separately specified. Holiday pay shall include regular non-guaranteed overtime and allowances intrinsically linked to performance of duties, in line with Dudley MBC v Willetts [2017] UKEAT 0334/16. Subject to prior written approval, up to 5 days may be carried forward into the next leave year. On termination, accrued but untaken leave will be paid in lieu and any leave taken in excess of pro-rated entitlement may be recovered by deduction from final pay under ERA 1996 s.14.

SICKNESS ABSENCE AND SICK PAY

During any absence due to sickness or injury, the Employee shall be entitled to 8 weeks full pay then SSP in any rolling 12-month period. The Employee must notify their line manager as soon as reasonably practicable on the first day of absence; a fit note from a registered medical practitioner is required for absences of more than seven (7) consecutive calendar days.

PENSION (AUTO-ENROLMENT)

the Employer shall operate an auto-enrolment workplace pension scheme with an enhanced employer contribution of 8% of qualifying earnings, in accordance with the Pensions Act 2008 and the Occupational and Personal Pension Schemes (Automatic Enrolment) Regulations 2010. Scheme details, default investment and opt-out rights will be notified to the Employee in the statutory enrolment letter.

NOTICE AND EARLY TERMINATION

Either party may terminate this Contract during the fixed term by giving written notice: the Employer shall give the Employee four (4) weeks; the Employee shall give the Employer four (4) weeks. The statutory minimum under section 86 of the Employment Rights Act 1996 shall apply where greater. The Employer may terminate summarily without notice for gross misconduct, subject to a fair procedure consistent with the ACAS Code (TULRCA 1992 s.207A).

EXPIRY OF FIXED TERM

Under section 95(1)(b) of the Employment Rights Act 1996, the expiry of a limited-term contract without renewal on the same terms is a dismissal in law. Accordingly, where on or before 2028-05-31 this Contract is not renewed, the Employer will provide written reasons on request (ERA 1996 s.92) and, where qualifying service has been accrued, the Employee may have the right to bring a claim for unfair dismissal and/or statutory redundancy pay.

Intended renewal: the Employer currently intends to review the Employee's performance and the operational need for the role approximately one (1) month before the end date, with a view to offering a renewal or extension. This statement of intent does not create any legally binding obligation to renew.

Regulation 8 (rolling over): where the Employee is employed under this Contract and any preceding fixed-term contract for a continuous period of four (4) years or more, regulation 8 of the 2002 Regulations provides that any renewal beyond that point shall take effect as a contract for an indefinite term, unless the use of a further fixed-term contract is objectively justified by the Employer.

CONFIDENTIALITY

The Employee shall not, during the term or after termination, use or disclose any confidential information, trade secrets, know-how, client lists, pricing, commercial strategy, technical information or other non-public information belonging to the Employer or its clients. The obligation in respect of trade secrets is perpetual; the obligation in respect of other confidential information survives for a period of three (3) years after termination, save where longer periods apply at common law (Faccenda Chicken Ltd v Fowler [1986] ICR 297).

POST-TERMINATION RESTRICTIONS

For the protection of the Employer's legitimate business interests, and subject to the principles of enforceability in Tillman v Egon Zehnder Ltd [2019] UKSC 32, the Employee agrees that, following termination of employment (for any reason including expiry under s.95(1)(b) ERA 1996): (a) Non-solicitation: the Employee shall not, for a period of six (6) months, solicit or entice away any person who was a material customer or client of the Employer during the twelve (12) months preceding termination and with whom the Employee had personal dealings or responsibility during that period. Each restriction is a separate and independent covenant; if any is held to be unreasonable, it shall be enforced to the extent that is reasonable, and severance shall apply in accordance with Tillman v Egon Zehnder.

INTELLECTUAL PROPERTY

Subject to sections 39-43 of the Patents Act 1977 and sections 11(2) and 215 of the Copyright, Designs and Patents Act 1988, all intellectual property rights in any work, invention, design, code or material created by the Employee in the course of employment shall vest absolutely in the Employer. The Employee, by way of present assignment, assigns all such rights to the Employer and shall, at the Employer's expense, execute such documents as are reasonably required to perfect the Employer's title.

DATA PROTECTION

The Employer is a controller of the Employee's personal data for the purposes of administering this Contract. Processing is carried out on the lawful bases of contract performance, legal obligation and legitimate interests under Article 6 of the UK GDPR and the Data Protection Act 2018. Further information is provided in the Employer's staff privacy notice.

GRIEVANCE, DISCIPLINE AND EQUAL OPPORTUNITIES

The Employer's (non-contractual) grievance and disciplinary procedures apply. Any disciplinary action or dismissal will be conducted in accordance with the ACAS Code of Practice (TULRCA 1992 s.207A). The Employer is committed to equal opportunities under the Equality Act 2010 and will make reasonable adjustments for disabled employees.

GOVERNING LAW AND JURISDICTION

This Contract and any dispute or claim (including non-contractual disputes) arising out of or in connection with it shall be governed by and construed in accordance with the laws of England and Wales. The parties irrevocably submit to the exclusive jurisdiction of the courts and tribunals of England and Wales, without prejudice to the Employee's statutory right to bring a claim in the Employment Tribunal.