Member

The Government have tried to address this seasonal issue by allowing businesses to introduce fixed-term contracts “where reasonable”. What qualifies as reasonable has yet to be defined in a way that accounts for the complex nature of hospitality work. While this may seem to be a solution, the reality is far more complicated. The multitude of circumstances in which it would be deemed reasonable to offer a fixed-term contract is so varied that it will take years to establish a reliable body of case law on its use, particularly through the already stretched and overburdened employment tribunal system.