A recruitment expert says firms in the district should prepare for regulations which ensure employees on fixed-term contracts are not treated less favourably than permanent staff.

Steven Street, of Relay Recruitment, said: "For employers to establish that there has been no unfair treatment, the temporary employee's terms and conditions should not be less favourable than an equivalent permanent staffer.

"Examples include pay, hours worked, pension rights and other benefits. If it is established that the fixed-termer has been treated less favourably, this must be justified on wholly objective grounds, such as the genuine running and operational requirements of the business." The new regulations come into force on October 1.

Paul Grindley, of Keeble Hawson solicitors, added: "This and a tranche of other far-reaching changes are to be ushered in by The Fixed-term Employees (Prev-ention of Less Favourable Treatment) Regulations.

"They apply to any employer where staff are employed on both fixed-term and permanent contracts to do the same, or broadly similar, work and, where relevant, should have similar skills and qualifications."

From October 1, temporary staff of three months or less will also have a right to statutory sick pay and to payments on medical suspension.

Employers must also provide fixed-term employees with information on permanent vacancies within their organisation.