Put a fixed term employment contract in place

A fixed term arrangement is not just a standard employment contract with an expiry date added in. The reason for the fixed term, the way the role is described, and the actual working arrangement can all affect whether the contract is likely to stand up if later questioned. If the document is vague or the facts point in a different direction, you can face arguments that the employee should not have been engaged on a fixed term basis at all. That is why the factual working arrangement can matter as much as the contract wording.

The contract will usually deal with the employee's role, hours, pay, leave, duties, confidentiality, workplace expectations, and the event or date that brings the employment to an end. For a fixed term hire, the document should also clearly record the genuine reason for the limited term and how that reason connects to the role, such as project work, seasonal demand or temporary cover. We focus on the core document and its legal wording, rather than ongoing HR management or dispute representation after the contract is issued.

That depends on why the role is fixed term and how the person will actually work in your business. For example, a contract for parental leave cover may need different wording from a contract for a short project or a busy seasonal period. We will usually ask about the role, reporting lines, expected duration, whether the end point is a date or event, and any special conditions that apply. The drafting should be matched to the commercial arrangement, the documents already in use and the facts around how the work is performed, not just the label you give the role.

A template may be useful for orientation, but it often misses the operational details that decide whether the wording works for your business. However, fixed term arrangements are one area where generic wording often causes problems. If the reason for the term is not properly stated, or the contract does not match how the person is actually engaged, the document may not give you the protection you expected. A tailored contract lets you address the specific basis for the fixed term, the end mechanism, and the practical terms of the role. That We will make the key issues clear so you can decide what to do next.

Once we have the key details about the role and why it is fixed term, we draft the contract and send it through for your review. If there are points to adjust, we make amendments so the final version reflects the agreed position. The next step is usually to issue the contract before the employee starts work. This service covers the contract drafting and related advice on that document. It does not include ongoing representation, dispute work, or broader HR support after rollout unless separately arranged.

Submit an enquiry on this page or click 'Get started'. One of our legal consultants will review it within 1 business day and get in touch to understand what you need.

Your consultant will then email you a fixed-fee quote setting out the cost, scope and timing. If you're happy with it, you can accept the quote and sign our engagement letter online.

Once you've accepted, one of our Australian-qualified lawyers will work with you to complete your project. They'll contact you by email or phone if they need anything.

Sprintlaw works on fixed-fee pricing wherever possible, so you can review the scope and cost before you decide whether to proceed. For the Fixed Term Employment Contract service, pricing starts from $900.00.

After you enquire, a legal consultant will confirm what is included, the expected timing and whether any extra work is needed before you engage us.

We work online, so we can help wherever you are in New Zealand. Our team works remotely, mainly from Australia.

Your work is done by our Australian-qualified lawyers, who hold Australian practising certificates and specialise in business law. None of them are New Zealand lawyers or hold a New Zealand practising certificate.

Sprintlaw NZ Limited is a legal consultancy, not a law firm, and is not regulated by the New Zealand Law Society. We don't act in court or tribunal matters, conveyancing (including leases and business sales) or other reserved areas of work. Communications with Sprintlaw are unlikely to be protected by legal professional privilege. We still keep everything confidential under our engagement letter.