Imperial’s practices and procedures relating to fixed-term working must be implemented clearly and with transparency. Fixed-term workers must not be subject to any unfair discriminatory practices. This reflects Imperial's overarching commitment to equality, diversity, and inclusion.
Staff and Managers Guidance
Fixed term workers
Wherever possible, Imperial will appoint to open-ended contracts. Fixed-term contracts (FTCs) will be issued where it is known at the outset that the role will be temporary. Imperial will normally issue a FTC if a role is contingent on fixed funding, where there is no guarantee that such funding will continue beyond a given date.
Examples of where it would be appropriate to issue a FTC include:
- Maternity/adoption leave or short-term absence cover.
- Apprenticeships and secondments.
- Temporary assignments with a specific end date, or assignments which will expire when a specific task is completed.
- Fixed-terms issued for the duration of a visa, permitting the right to work in the UK.
- Roles contingent on fixed funding with no guarantee that such funding will continue. If the fixed funding does continue, the FTC may then be renewed.
After four years of continuous service, staff will normally be transferred to open-ended contracts. The exception to this is where there is a good reason to renew an existing FTC. One example of where this exception would apply relates to staff whose FTC is underpinned by fixed funding (see example 5 above). If fixed funding is due to expire within 6 months of the date the employee reaches four years’ continuous service, Imperial will not then issue an open-ended contract.
The procedures governing academic staff employed by the University are set out in the Annexes to the Appendix to the Ordinances, available on the University Governance website.