In recent months, we’ve seen a noticeable shift in the L&D hiring landscape: fixed-term contracts (FTCs) are increasingly being utilised for hiring. This change isn’t entirely anecdotal, it’s part of a broader trend shaping how organisations respond to economic uncertainty and evolving workforce needs.
As specialist recruiters in the Learning and Development sector, we’re spotting clear signals. When the market tightens, FTCs emerge as a flexible, low-risk way for organisations to access specialist talent. FTCs have for many years been utilised to cover periods of resource gap, for example Maternity cover, however often this can be expanded to include periods of transformation or change whilst managing labour costs.
The Value Proposition of FTCs for L&D Professionals
In a stable, candidate-driven market, FTCs can be a harder sell. Why leave the security of a permanent L&D role for something short-term? But the current environment is different. With rising redundancies, organisational restructuring, and evolving business strategies, FTCs have become a strategic move for both clients and candidates.
For L&D professionals navigating career transitions, FTCs offer:
- A foot back into the market
- Exposure to new industries or learning technologies
- The chance to build experience in transformation, onboarding, or skills strategy projects
- Short-term contracts can also benefit mid-career professionals seeking meaningful, project-based work without long-term commitment.
The Value Proposition of FTCs for Organisations
In times of flux, agility is everything. Fixed-Term Contracts (FTCs) offer organisations a flexible, strategic way to access high-quality L&D talent without the long-term commitment of a permanent hire.
When navigating change, be it transformation, restructures, or a shift in business priorities, FTCs allow you to:
- Bring in specialist skills exactly when and where they're needed
- Accelerate key projects like onboarding, digital learning rollouts, or capability uplift.
- Test new approaches or structures without reshaping your permanent team.
- They’re also a smart option when headcount is restricted but delivery still matters. With experienced L&D professionals seeking project-based roles, FTCs have become a win–win.
- Help to navigate the implications of new employment law in 2025. Whilst a Fixed Term Contract carries the same legal rights as a permanent employee, it will typically have a fixed end date of 9-12 or perhaps 18 months allowing for the future planning to be considered before making a decision on permanent employment. View an overview of 2025 employment changes HERE
Budget Constraints Are Driving Hiring Flexibility
One of the biggest factors behind this shift? Financial instability and the inability to predict long term resource requirements. The pros and cons for employers utilising Fixed Term Contracts are discussed in People Managements recent article: HERE
Many of our clients, particularly those in growth mode or undergoing digital transformation, need to prove the value of Learning and Development or to develop a new strategy without committing to long-term employment for a role which may evolve. An FTC becomes a pragmatic way to introduce or expand L&D capabilities while managing financial risk.
We’re seeing this especially in companies scaling from a few hundred to a few thousand employees. They know L&D is vital, but they need to test its return on investment and may often seek to hire someone with a wealth of experience before the role becomes slightly different in a “Business as Usual” scenario.
The 12-Month Test: FTCs as Strategic Pilots
Typically, a scenario we may see is a client asking to hire L&D Managers or Talent Development leads for 12-month FTCs. The brief? Set the strategy, assess current capabilities, and build scalable programmes.
These contracts become proof-of-concept projects. If the impact is tangible, the outcome often includes:
- Extending the contract
- Converting the role to permanent
- Creating a new, cost-conscious BAU role with a broader remit
In essence, FTCs give companies breathing space to understand what they need and how L&D can drive performance, engagement, and retention.
Potentially A Win-Win for Employers and L&D Talent?
This rise in FTCs reflects a broader change in how L&D teams are structured. Agile learning, rapid deployment of new technologies, and a growing focus on learning experience design all require specialist skills, often for defined projects or phases of transformation.
For L&D professionals, FTCs offer flexibility, purpose, and variety. For employers, they provide immediate expertise without the long-term overhead.
Conclusion
FTCs can offer strategic value for organisations navigating change, especially in high-growth or cost-conscious environments.
L&D professionals’ benefit from short-term roles that offer project-based experience and the chance to pivot sectors.
Hiring patterns are evolving, with FTCs could now be a mainstream hiring strategy, not a fallback.
New employment regulations, coupled with Employers National Insurance increases are make hiring decisions more difficult and potentially more costly, therefore FTCs become potentially a more attractive option for organisations unsure of long-term resource requirements.
To understand more about Fixed term Contracts in L&D or to discuss any requirements please contact Blue Eskimo HERE