Frequently asked questions - Fair employment for all

Our Fair Employment For All (FEFA) initiative considers the working arrangements of our people, with a particular focus on the way they are contracted by the University to deliver work. The project considers all job families at the University including Education and Research, Education and Scholarship, Research and Professional Services.

FEFA is one of the key priorities of our Wellbeing, Inclusion and Culture Committee (WICC), which has been created under the theme of ‘Our People in the University’s Strategy 2030. Ultimately, through FEFA we strive to deliver an improved employee experience, supporting the recruitment, retention and development of our people. 

To achieve this, we are actively working towards reducing the use of fixed term contracts and ad hoc working arrangements across the University. Our goal is to create more opportunities for career growth and stability for each employee.  

At the University, permanent contracts are offered where there is ongoing requirement for work within the University for at least 2 years. Employment legislation defines permanent contracts of employment as ongoing (will not expire), unless an individual resigns, or the employer is required to bring the employment to an end (for example through redundancy). 

At the University, fixed term contracts will only be used for transparent, necessary and objective reasons, which are consistent with our FEFA objectives and principles. Permitted reasons for the use of fixed term contracts can be found here. Fixed term employment contracts will typically end at the stated expiry date and the University will follow the appropriate procedures for ending a fixed term contract. 

Some projects, and therefore roles working on those projects, are funded by external organisations of which work has to be completed in a given timeframe. In these cases, while the project has an end date, the individual’s contract of employment with the University does not have an end date. Where this applies, it is important to note that the individual is being changed to permanent status, not their current position. Following our standard processes, managers will continue to discuss with their team members (regardless of contract status) the work which they carry out and should anything change then the individual will be notified, and appropriate discussions will take place. If you are unsure whether this applies to you, please speak with your line manager in the first instance.

As part of our commitment, we are continually reviewing the use of fixed term contracts for individuals to ensure they remain the most appropriate work arrangement for the circumstances of the role. Any change to an individual’s contract status is to best reflect the requirement of their work as well as the length of continuous service an individual has. This initiative does not consider changes to responsibilities an individual has within their current role.  

Through FEFA we have improved the contracting arrangements for our postgraduate research students who undertake regular scheduled work as Postgraduate Teaching Associates, by giving them an annualised fixed term contract rather than engaging them on an ad hoc basis. This has meant that they are now able to access the full range of benefits that are offered to colleagues on either a fixed term or permanent contract.    

The purpose of the PTA role is to support the development/training of the individual alongside their studies, whilst recognising that PTA teaching requirements vary from year to year based on student choice and student numbers, so it is only possible for the University to commit for the academic year. Further information for PTAs can be found here. 

Any changes to an individual’s contract terms will be put in writing and sent directly to the individual by HR.

We understand the importance of empowering our people to take control of their career paths. Therefore, we will shortly be introducing a process whereby individuals can request a review of their contractual status with the University if they consider they are on the incorrect working arrangement. We encourage individuals who are eligible to take advantage of this process if they feel it aligns with the direction of their career.