Fixed-term contracts may not be the best option for employers
Fixed-term contracts may seem like an attractive solution for employers seeking temporary solutions, such as covering a leave of absence or ensuring short-term project completion. Recently, the Ontario Court of Appeal emphasized in a decision that an invalid termination clause does not invalidate a fixed-term clause. These contracts can present numerous challenges and potential legal liabilities for employers. In this column, we'll explore some of the key pitfalls of fixed-term contracts and provide insights on why they may not be the best option for employers.
