# FIXED-TERM CONTRACT EXTENSION LETTER
Date: 12 April 2034
Parties: Brightmere Museum Trust and Tessa Morgan
## 1. Purpose and parties
Brightmere Museum Trust of 1 Gallery Row, Bath BA1 2LN writes to Tessa Morgan of 33 Lansdown View, Bath BA1 5QE on 12 April 2034. Tessa is employed as a collections assistant under a fixed-term contract dated 1 July 2033, due to expire on 30 June 2034.
## 2. Facts, scope and terms
The Trust offers to extend the contract continuously from 1 July 2034 to 31 March 2035, with no break in service. Tessa's salary remains £28,800 a year, paid monthly in arrears, and her hours remain 35 per week unless the parties agree a lawful written change. All other express terms continue.
## 3. Process and responsibilities
The extension is to support the cataloguing project funded through March 2035. It does not promise renewal after 31 March 2035 or convert the appointment into permanent employment. The Trust will review the project and staffing need by 31 January 2035 and will communicate any decision without waiting for the final day.
## 4. Evidence, records and safeguards
Tessa will continue to report to Curator Helen Okafor and work at the museum and approved collection-storage sites. She must follow the Trust's safeguarding, handling, confidentiality and health-and-safety procedures. The Trust will consider reasonable adjustments and will provide the written employment particulars required by law, including the fixed-term end date.
## 5. Review, escalation and outcome
Tessa's service remains continuous from 1 July 2033. Holiday, pension, sick-pay and other benefits continue under the contract and scheme rules, subject to eligibility and lawful changes. The Trust will not treat her less favourably than a comparable permanent employee solely because the contract is fixed-term, unless a lawful objective justification applies.
## 6. Reservations and practical protections
Tessa must sign and return this letter by 26 April 2034. If she does not accept, the existing contract still ends on 30 June 2034 unless otherwise agreed. Either party may raise questions with HR; an early termination, dismissal or further extension must comply with the contract and applicable law.
## 7. England and Wales law and completion
This completed fictional letter is governed by the law of England and Wales and is an offer of a specified variation, not a guarantee of future work or notice of dismissal. It does not remove rights under the Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002, Employment Rights Act 1996, Equality Act 2010 or other applicable law. Each party will keep a signed copy.