A fixed-term agreement is allowed only if:
there’s a genuine reason, based on reasonable grounds, for having a fixed term (for example if you’re filling in for a permanent employee who’s on leave or you’re doing seasonal work like fruit picking), and
the employer tells you this reason before employing you and tells you how and when your employment will end.
If your fixed term agreement is being extended (“rolled over”) more than once, it is more likely you’re a permanent employee (see the next section, “Casual work arrangements / Identifying whether you’re a casual or permanent worker”)
Note: It won’t be a “genuine reason” if your employer uses a fixed-term agreement to exclude or limit your rights under the Employment Relations Act or the Holidays Act, or to find out whether you’re suitable for a permanent job.