After two years service colleagues may be eligible for a redundancy payment at the end of a fixed term contract.

The end of a Fixed Term Contract would be considered a redundancy when the requirements for a particular kind of work have ceased or diminished or are expected to cease or diminish. In many cases the end of a fixed-term contract will give rise to a redundancy situation as there is no longer a requirement for work of that kind because, for example, the research project has been completed.

For a redundancy to occur the requirements for a particular kind of work need to cease or diminish. If a colleague is appointed on a temporary basis to cover a staff absence, whilst a recruitment is on-going or as part of a formal training programme such as an apprenticeship this would not necessarily be a redundancy.

You should select either redundancy or end of fixed term contract as a leaving reason when submitting the staff leaver notification along with copies of all consultation paperwork.

Any redundancy payment will be made in line with the University redundancy procedure which is one week's normal pay for each year completed service.