A Fixed Term Contract can be terminated during its applicable probation period without assigning any reason. However, one week notice (by either party) applies if the employment exceeds one month.
Where there is not a justified reason to terminate an employment that is on definite basis after the probation period, the party who breaches the contract is liable to pay the other party a sum equal to one-half of the full wages that would have accrued had the contract of employment remained in force.
In situations of redundancy at the place of work, employees on fixed term contracts are also affected by the procedures of last in/first out in the same category, as other employees on indefinite contracts. Employees who are so affected by redundancy are entitled to be paid compensation as indicated in the paragraph above.