Routes of Engagement

Contract types and when to use them

Open-ended contract

An open-ended contract with no fixed end date. The employee works ongoing hours and remains employed until they resign or their employment ends following due process. Use this where the role is part of the University’s long-term structure and there is a continuing need for the work.

Fixed-term contract

A contract for a specified period or until a particular project or task is completed, with an end date known in advance. Use this to cover leave, deliver time-limited projects or where funding is temporary. Fixed-term contracts should not be used to avoid offering permanent employment where the need is ongoing.

Term-time contract

A permanent or fixed-term contract of at least one year, with fixed weekly hours and where the working pattern aligns with University term dates. Employees typically start in October, do not work during University holidays, and pay is spread evenly across the year. Annual leave is normally included within the non-working weeks and there is no bookable annual leave entitlement. Use this where the role closely follows the academic calendar.

Annualised hours contract

A contract where the employee works a set number of hours over a 52-week period, rather than fixed weekly hours. Hours may vary depending on demand and are tracked by the School or Department, with final adjustments made when the employee leaves. These roles typically include bookable annual leave. Use this where workloads fluctuate across the year but total annual hours are predictable.

Apprenticeship

A fixed-term contract combining paid work with formal training leading to a recognised qualification. The role must support the development of new skills and structured learning. Use this to develop new talent, address skills shortages or create progression pathways. Apprenticeships are not suitable for roles that do not offer genuine learning and development.

Secondment

A temporary arrangement where an employee is assigned to a different role or organisation for a defined period, while retaining their substantive employment.

Secondments may be internal within the University, or external, involving either the temporary placement of an employee into the University from another organisation, or out to another organisation. They are used to meet short-term operational needs, deliver projects, cover temporary vacancies, support staff development, or enable skills and knowledge exchange without creating a permanent appointment.

Prior to commencing any secondment, approval must be obtained from the employee’s current line manager, and a formal agreement must be in place between the current and receiving line managers. For external secondments, this will also include agreement with the receiving organisation. At the end of the secondment, the employee is expected to return to their original role or an agreed alternative.

University Teacher contract

Applies to University Teachers who are not postgraduate students at the University. These individuals are contracted to work specific hours, which may vary over the course of the year depending on the needs of the School. Once they have agreed to carry out work, they are contractually obliged to complete that piece of work. This includes single activities as well as teaching covering a whole semester.

Next steps

• Please follow the recruitment and selection administration guidance below for all contract types, except University Teacher contracts
• For University Teacher contracts, please follow the University Teacher Policy

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