Imperial treats equality of opportunity seriously and has an equality framework that is applicable to staff in order to promote and ensure equality of opportunity. Fixed term workers should be treated in accordance with Imperial’s equality framework within which all members of the Imperial community can enjoy the right to study, live, work and be respected. Implementation of Imperial’s procedures relating to fixed term working must be clear and transparent and not subject to any unfair discriminatory practices.
Fixed Term Working Practises
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.
Consecutive Fixed Term Contracts
After four years 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 which are available on the University Governance website.
Flexible content widget
Staff Guidance
Career. Take advantage of all of the resources available to you. Imperial offers a range of services designed to help you plan your career and acquire the skills and experience you need to succeed. For postdocs in particular, keep in mind that the academic job market is very competitive and to succeed, you will need to take charge of your own career path with advice and support from your manager and the Early Career Researcher Institute.
Communicate with your line manager about your aspirations beyond your current fixed term post. Ask for their advice on how you can meet your career goals, especially if the post will end at the end of the current contract.
Support. Imperial understands that this may be a difficult time for you. Make yourself aware of the different ways to avoid redundancy (including redeployment within Imperial) and where you can go to get further support.
- HR will have received confirmation from your Department that your post is potentially at risk of redundancy before approaching you
- Through the normal course of your working relationship with your line manager, you should be aware of the funding situation relating to your role. This is relevant to those whose FTC is underpinned by fixed funding.
If your role is at risk of redundancy, HR will email you a letter kicking off the start of your 30 day (written) consultation period. When you receive this you can:
- Ask for support and advice from a Trade Union representative or work colleague if you would like this
- Send questions to your manager/HR within five working days
- Ask for a consultation meeting if you would like one (do this within five working days) or else say that you would prefer not to be consulted with if this is your preference
- Take reasonable time off to look for alternative jobs (with permission) as is your right when at risk of redundancy
- If you have not already secured an alternative role, look for and highlight opportunities for internal redeployment* to HR
Your manager will:
- Be prepared to discuss the expiration of your FTC or fixed funding with you and answer your questions
- Clarify expectations if a funding extension is secured at the last minute. If extension means that the contract extends beyond four years, it may be changed to an open ended contract. Your manager may review and re-issue your job description if appropriate e.g., there may be a new requirement to generate funding. They should let you know the end date of the fixed funding if applicable
HR will:
- Answer any queries you might have about redundancy payments
- Explain Imperial’s redeployment process and provide support with finding alternative employment
- Attend consultation meetings (as required) and write to confirm the discussions and outcomes
If no future funding has been secured/ redundancy cannot be avoided and redeployment has not been possible, HR will email you a letter confirming that your fixed term contract will end and set out your leaving arrangements. If you are on fixed funding, the letter will be sent in time to give you your contractual notice period.
You have the right to appeal against a redundancy dismissal. Details of what to do will be included in the letter from HR. You will need to set out the grounds of your appeal and attend a formal hearing of your case.
Note
*Redeployment is possible where the essential qualifications for suitable vacant posts of the same grade are met by someone at risk of redundancy. A trial period will be arranged to confirm that the post is indeed suitable.
Support for you
Your HR representative will assist you with advice and the administration of the consultation process.
- Early Career Development Centre (training course and development support).
- Assistance with CV and application preparation/review and interview techniques.
- Redundancy Payments (two years’ service qualifying period) – please see the Government's statutory redundancy information/calculator