I have recently had to terminate a temporary contract due to business requirements.

The employee in question had been with us since September last year, on rolling 3 month temporary contracts. Each contract followed directly on from the last, excepting one which finished up around 18th December, and did not restart again until 12th January.

The contract of employment clearly states that notice period can be given by either party – of one week.

I gave the employee notice on Friday evening at 8pm (when she finished her shift).

She has stated that she believes she is due 3 months’ pay. I do not know the background of where she gets this from, but wondered if there was anything legally I was missing that I should be aware of??? As far as I’m concerned the contract states one week notice and pay??

Secondly, the employee normally works Fri, Sat, Sun nightshift, but last week (before decisions were made to terminate) was asked to do Thurs, Fri, Sat dayshift.

To make sure I am paying her correctly, I plan to give her:

Thurs 11.5 hours (overtime)
Fri 11.5 hours (overtime)

+ 36 hours basic pay which is her normal working shift and would effectively be her notice pay.

Also any holiday entitlement she is due…

Does anyone see any issues with this?

Lesley
Lesley Keenan