Understanding the updates to the Fixed Term Contract Information Statement

The Fair Work Ombudsman (FWO) has announced the release of a new version of the Fixed Term Contract Information Statement (FTCIS), reflecting recent changes to the rules governing fixed-term contracts. These updates, effective from 1 November 2025, are critical for both employers and employees to understand, as they introduce significant adjustments to the exceptions that apply to fixed-term contract limitations.

Here, our experts break down these changes, what they mean, and the next steps employers must take to remain compliant.

A quick refresher: fixed-term contracts

Since 6 December 2023, the use of fixed-term contracts has been subject to strict limitations. These include restrictions on the duration of contracts, the number of times they can be renewed, and the use of consecutive fixed-term contracts. These measures aim to provide greater job security for employees and to prevent the misuse of fixed-term arrangements.

However, there are exceptions to these limitations, particularly for specific sectors or circumstances. These exceptions, known as “additional exceptions,” were initially introduced as temporary measures to address unique industry needs.

What changed on 1 November 2025?

The recent updates bring significant changes to the additional exceptions for fixed-term contracts.

Here’s what employers need to know:

1. Ending temporary exceptions for some sectors
   Specific sectors that previously benefited from temporary exemptions will no longer be eligible for these exemptions. This change underscores the FWO’s commitment to ensuring that fixed-term contracts are used appropriately and fairly across all industries.
2. Extending temporary exceptions for some sectors
   For other sectors, temporary exceptions have been extended until 1 November 2026. However, these extensions come with additional requirements that employers must meet to continue using fixed-term contracts under these exceptions. Employers in these sectors should review the updated requirements to ensure compliance with them.
3. Making exceptions ongoing for some sectors
   In some cases, the temporary exceptions have been made permanent, providing clarity and stability for industries where fixed-term contracts are deemed essential. This change reflects the FWO’s recognition of the unique needs of particular sectors while maintaining protections for employees.

The new Fixed Term Contract Information Statement (FTCIS)

To align with these updates, the FWO has published a new version of the FTCIS. This document is a vital resource for fixed-term employees, providing clear information about their rights and the rules governing fixed-term contracts.

Key topics covered in the FTCIS include:

• The limitations on fixed-term contracts.
• The circumstances under which exceptions apply.
• The responsibilities of employers when entering into fixed-term agreements.

Employers are legally required to provide the FTCIS to any fixed-term employee at the time of entering into a contract. Importantly, for contracts starting on or after 1 November 2025, employers must use the updated version of the FTCIS. The latest version can be downloaded from the Fixed Term Contract Information Statement page.

Why these changes matter

The updates to fixed-term contract rules and the FTCIS are part of broader efforts to balance the needs of employers with the rights of employees. By limiting the misuse of fixed-term contracts, the FWO aims to promote job security and fair treatment in the workplace. At the same time, the tailored exceptions acknowledge the operational realities of certain industries, ensuring that businesses can continue to function effectively while adhering to fair work principles.

The next steps for employers

To stay compliant with the new rules, employers should take the following steps:

1. Review the updated FTCIS

Familiarise yourself with the new version of the FTCIS and ensure it is provided to all fixed-term employees for contracts starting on or after 1 November 2025.

2. Understand the changes to exceptions

Determine whether your sector is affected by the changes to additional exceptions and, if so, ensure that your use of fixed-term contracts aligns with the updated requirements.

3. Communicate with your employees

Keep your fixed-term employees informed about their rights and any changes that may affect their contracts. Transparency is key to maintaining trust and compliance. 

The release of the updated FTCIS and the changes to fixed-term contract exceptions mark an important step in the evolution of workplace regulations in Australia. By understanding and adhering to these updates, employers can foster a fair and compliant work environment, while employees can feel more secure in their fixed-term roles.

If any of this information has raised questions about fixed-term contracts or if you have another workplace matter that you need assistance with, please reach out to our Citation Legal team for a confidential discussion.

Disclaimer: this article is not to be relied upon as legal advice. If you require legal advice, please reach out to our Citation Legal team.

This article was written by Lauren Stariha, Senior Copywriter and Content Specialist and Lisa Qiu, Partner, Citation Legal.