for your employer "in-house"), or if the company you work for loses the contract for the work you do to another business ("subsequent contracting"), your employment agreement will end when your new employer's contract to do the work ends. If your new employer is taking over the work permanently because the company you work for is sold to them, or because the new employer is now doing the work in-house, you become a permanent employee. If the reason for your agreement being fixed-term isn't linked to the end of your employer's contract or to an anticipated restructuring, you can still choose to transfer, but your agreement will end on the date or in the situation described in your fixed-term agreement. What if I leave the job after I transfer to the new employer? You receive holiday pay and other entitlements as if you had always been employed by the new employer. If you work outside the specified industries listed above, you're given a lower level of protection in restructuring situations. In those cases, your agreement must include an "employee protection provision", which specifies the issues that your employer must negotiate with the new employer in relation to your situation, and the process that this negotiation will follow (see below for more details). The level of protection that employees will receive will therefore depend on what is negotiated between the employer, the employees and, where applicable, their unions. Also, this protection does not apply to all of the types of restructuring