It is almost eight years since the
introduction of the Protection of
Employees (Fixed-Term Work) Act 2003
(the “2003 Act”). Notwithstanding the
number of cases that have been brought
under the legislation, there still remains
doubt amongst employers when renewing
fixed-term contracts as to whether there is
“objective justification” for those renewals.
In addition, for employers now, particularly
in the public sector, there is the additional
challenge in relation to the management
of resources against the backdrop of a
reduction in public spending.