Fixed-term contract rules changed again on 1 November 2026, and two updates matter to employers, particularly those in the charity, not-for-profit and medical research sectors.
What’s changed with the Fixed Term Contract Information Statement
The Fair Work Ombudsman has published a revised Fixed Term Contract Information Statement. Employers must give staff the version that is current when the fixed-term contract is entered into, so for any contract made from 1 November 2026, it’s the new statement that needs to be handed over.
Fixed-term contract exceptions made permanent for two sectors
The additional exceptions for the charities and not-for-profit sector, and for the medical and health research sector, are no longer temporary. They had been due to end on 1 November 2026, but they will now continue with no end date.
There is a catch, though: the funding test has tightened. Previously, a role could qualify if it was funded “in whole or in part” by an eligible source. Now, more than 50 per cent of the role’s funding must come from eligible sources – such as government grants, funding from another charity or philanthropic body, or gifts left in a will – for the exception to apply. The existing revenue thresholds (under $10 million for charities and under $100 million for medical and health research employers) still apply.
The revised rules cover any fixed-term contract entered into on or after 1 November 2026. Contracts signed before then are assessed under the old test.
Also read: Free construction qualifications for 1,452 experienced workers in Victoria
General information only, not legal advice. Check the official source before acting.
Source: Fair Work Ombudsman. Licence: CC BY 4.0.9
