Alongside the Part-time Work Directive and the Agency Work Directive its aim is to ensure that people who have not contracted for permanent jobs are nevertheless guaranteed a minimum level of equal treatment compared to full-time permanent staff.

Article 1 of the Directive states its purpose to enforce the framework agreement between the ETUC, the UNICE and the CEEP.

In UK labour law, the ERA 1996 sections 95(1)(b), 136(1)(b), 235(2B) already regulated fixed-term work for the purpose of unfair dismissal.

In Ford v Warwickshire CC[1] the House of Lords held that a teacher who was employed each year, but who always continued to work after the summer break, did count as having continuous employment for the purpose of an unfair dismissal claim.

The Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002[2] implemented the Directive.