We present a report on the misuse of fixed-term contracts in higher education, with a specific focus on the cases of TAs, TFs and Researchers at Queen Mary University of London. The use of Fixed-Term Contracts (FTCs) has become a widespread employment practice in the higher education sector. While these contracts may be appropriate in some situations, their overuse and misuse have raised significant issues for staff on these contracts who face job insecurity, unfavourable treatment, and are blocked from the same protections afforded to fellow staff who have permanent contracts. Below, we present some key findings from the report. You can read the full report, with data and testimonies here. 

Increasing use of Fixed Term Contracts at QMUL

The data in the report shows that the use of fixed-term contracts for teaching has been rising year on year at Queen Mary, except for a drop during Covid. The level of fractionalisation of these posts is extreme. As shown in the data for 2022, Queen Mary is employing 1862 people for the equivalent of 214 full time posts. Most of these jobs result in salaries of approximately £4-15K pa. 

In a data analysis of 288 instances of casework supported by QMUCU at Queen Mary between Jan 2021 and June 2023, around 40 percent of casework involved staff on fixed-term contracts and 20 percent involved TAs and TFs or demonstrators. 

Consequences of the use of Fixed-Term Contracts

This report outlines the key issues caused by the misuse of  fixed term contracts at Queen Mary provided by the members of staff who are on fixed-term contracts. We follow 8 case studies from staff members, discussing many issues that affected whole cohorts of staff. The most prominent issues that arise include: 

  • Late pay and missed work
  • Contract detriment
  • Uncertainty and precarity
  • No access to permanency and substantive roles
  • Contract delays and inaccuracies
  • Unfair and unequal treatment 

Proposed Changes

Based on the issues outlined by our case studies, we identified changes we recommend. These changes include:

  1. Improving contracts
    • The return of teaching staff to the academic family
    • The reinstatement of annualised contracts 
    • Ending fragmented short contracts and roll all contracts into one substantive role 
    • A clear promotion pathway through this university for eligible teaching and research staff entitled to permanency 
    • A clear and manageable system across the university that accurately monitors and acknowledges the length of continuous service since employment started regardless of number of departments worked
  2. Improving work offers
    • Offers of employment that are consistent, reliable, on-time and correct and take into account visa and bureaucratic issues
    • Training for line managers outlining what you are responsible to line manager for, and ensuring that time is factored in for staff’s own career development 
  3. No detriment
    • Payment that is on time with a back-up emergency payment system established to cover for any delays
    • A consistent and fair Workload Allocation Model with appropriate hours for teaching, marking and preparation time
    • Clearly managed and consistent access to the same benefits and support of working life the university provides for permanent employees – e.g. put on staff mailing lists, training, sabbaticals, moving package (other benefits), flexible working, tier visa – skill not global 
  4. Transparency
    • For staff especially those working on more than one contract, a clear breakdown of pay for assurance of accuracy 
    • More transparency around teaching offers and contracts, e.g. a clear timeline for when work will be offered and when contracts will be sent out. 
    • Clearer guidance and support for staff members who are also students clarifying roles 
  5. Assessing the introduction of a research ‘pool’ allowing researchers who are coming to the end of one externally funded project to move to another research project.

Building a Campaign for Permanent Contracts

A successful campaign to challenge the misuse of FTCs could involve several key steps:

  1. Data Collection: QMUCU is gathering data on the prevalence of FTCs within the institution and document cases where staff have been employed on fixed-term contracts for several years without being offered permanent contracts.
  2. Engaging with Affected Staff: QMUCU is engaging with Teaching Associates and Research Associates to understand their concerns and mobilize them for collective action. This includes organizing meetings, surveys, and consultations to build support for the campaign.
  3. Legal and Public Advocacy: In addition to legal challenges, UCU needs to advocate for policy changes at the institutional and national level. This should include lobbying the new Labour government to end the misuse of FTCs in higher education.
  4. Solidarity Actions: A strong union campaign will foster solidarity among staff, including those on permanent contracts, students, and the wider public. This can help build momentum for changes in institutional policy and broader legislative reforms.
  5. Submitting a Motion
  6. Submitting a Claim

The misuse of fixed term contracts affects all staff and students. Our working conditions are student learning conditions. We have to end the misuse of these contracts and improve the rights of workers in higher education.