Action for departments
No later than four months before the contract is due to end: departments should consider, by reference to the objective justification for the fixed-term period, whether the post is likely to end. The department and line manager should consider all alternative options to the expiry of the contract.
If the post holder is pregnant, or is on, or has returned from, a period of maternity or adoption leave, or a period of shared parental leave that lasted at least six continuous weeks, and the child was born or placed within the past 18 months, then consult with your HR Business Partner before proceeding: these postholders have enhanced protection from redundancy under legislation, and will need to be given priority consideration for redeployment opportunities during the period in which they are considered to be a priority candidate (typically the final 3 months of the contract), even if they have less than two years’ continuous service. Whilst every effort should be made to support redeployment, there is no a guarantee that suitable redeployment will be found: suitable alternative employment (ie where the postholder meets at least the minimum essential selection criteria for the role) may not arise during the relevant period of time. In such cases the contract will end at its anticipated date and redundancy payments may be due.
If the contract can definitely be renewed/extended then the appropriate arrangements for renewal/issuing of a new contract (including any local arrangements regarding approvals for the new or extended post) should be followed.
In all other cases the process below should be followed.