I’m currently on an inside contract at a mid-sized FS firm, it’s due to end 31 July.
The head of the dept had a chat with me yesterday about contract extension. Apparently the co has made an exec decision to end the use of day-rate contracts except for very select <6m super specialist roles and been given a hard deadline of Q1 (30 June) to implement this across the business.
I’ll exceed 6m soon and anyway my role (generalist PM) wouldn’t meet the threshold.
He wants to keep me on to Christmas but the only way he can do that beyond 30 June is on a PAYE FTC.
Rem wise, he agreed to use the current day rate and convert it as is (46 weeks) to a PAYE salary which (I think) leaves me even or slightly better off on a cash basis. They do quite generous pension matching as well for employees so if that applies to PAYE FTCs, that’s an added bonus.
Notice will go up to 1 month on both sides but otherwise everything else remains exactly the same work wise.
The extension to Christmas will almost certainly be the last as they’ll have a PM return from his career break and the major programme going on now will likely have completed.
The alternative is my current contract ending on 30 June. It’s good pay, good experience and I really don’t fancy looking for a new contract during summer!
Other than the 1 month notice, I can’t see any obvious negatives to ‘extending’ my stint on a PAYE FTC? Anything that might be an issue here?
The head of the dept had a chat with me yesterday about contract extension. Apparently the co has made an exec decision to end the use of day-rate contracts except for very select <6m super specialist roles and been given a hard deadline of Q1 (30 June) to implement this across the business.
I’ll exceed 6m soon and anyway my role (generalist PM) wouldn’t meet the threshold.
He wants to keep me on to Christmas but the only way he can do that beyond 30 June is on a PAYE FTC.
Rem wise, he agreed to use the current day rate and convert it as is (46 weeks) to a PAYE salary which (I think) leaves me even or slightly better off on a cash basis. They do quite generous pension matching as well for employees so if that applies to PAYE FTCs, that’s an added bonus.
Notice will go up to 1 month on both sides but otherwise everything else remains exactly the same work wise.
The extension to Christmas will almost certainly be the last as they’ll have a PM return from his career break and the major programme going on now will likely have completed.
The alternative is my current contract ending on 30 June. It’s good pay, good experience and I really don’t fancy looking for a new contract during summer!
Other than the 1 month notice, I can’t see any obvious negatives to ‘extending’ my stint on a PAYE FTC? Anything that might be an issue here?
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