New Fixed Term Contract Information Statement: Nov 2026

The Fair Work Ombudsman has published a new version of the Fixed Term Contract Information Statement (FTCIS). It reflects changes to the fixed term contract exceptions that started on 1 November 2026.

If you employ people on fixed term contracts, you need to know about this, whatever sector you’re in.

A quick refresher

Since 6 December 2023, the Fair Work Act has limited fixed term contracts that end on a set date. In most cases:

• a contract can’t run for more than two years, including any extensions or renewals
• a contract can’t be extended or renewed more than once
• you can’t put someone on back-to-back contracts for the same or similar work to get around those limits.

Some exceptions apply. One group, called the “additional exceptions”, covers specific sectors. Until now, some of them had an end date.

What changed on 1 November 2026

The changes affect two sectors: charities and not-for-profits, and medical or health research. The exceptions for these sectors were due to end. They’re now ongoing.

The funding requirements have also been revised. Before, the role only had to be funded “in whole or in part” from an eligible source, such as government funding or another charity. For contracts entered into on or after 1 November 2026, more than half of the role’s funding needs to come from eligible sources. The rest of the conditions still apply, including the revenue caps ($10 million for charities, $100 million for medical research), the five-year limit on the program or project, and the seven-year limit on total employment.

If you’re a charity or research organisation relying on these exceptions, check your funding mix before you sign the next contract. A role that qualified last month might not qualify now. Not sure where yours sits? Book now for a half-hour call with one of our HR specialists.

What you need to do

Every employer that enters into a fixed term contract has to give the employee the FTCIS. You need to give the version that’s in place when you enter into the contract. For contracts entered into from 1 November 2026, that’s the new version.

Three practical steps:

1. Download the new FTCIS and replace the old copy in your onboarding packs, templates and HR system.
2. Check any fixed term contracts you’ve issued since 1 November and make sure the right version went out.
3. If you’re in the charity or medical research sector, review any planned renewals against the new funding test. If you’d like a second set of eyes, book now.

Read the FWO’s announcement here: New Fixed Term Contract Information Statement.

Need a hand?

The law keeps moving, and it’s hard to keep up when HR is one of ten jobs you do.

That’s why we’re building Nooma. When a change like this happens, Nooma will update the statutory documents in your system for you, and you’ll get a plain-English heads-up on your dashboard before it affects your business. You won’t have to chase the Fair Work website or work out which version applies. Join the Nooma waitlist and lock in founding member pricing.

Need help with a contract right now? Book now to talk it through with one of our HR specialists. Half an hour is $150 + GST, with written advice afterwards.

Related reading: WFH requests in Australia: what employers need to know

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