Dear friend,
Changing employment patterns and practices in the eve of globalisation have eventually resulted in extended legalisation of certain types of employment like contract labor system, fixed term employment etc., subject to certain restrictions which ensure the basic employment rights of such employees. The latest example is the amendment to the Industrial Employment( Standing Orders ) Central Rules,1946 granting approval to " Fixed Term Employment ".
In my opinion, the pros and cons of such hitherto unconventional methods of employment can not be analysed in isolation of the inherent objective of the employers adopting them. If the objective is dictated by mere concern for flexibility of hire and fire coupled with economy of operations, such move is a complete retrograde towards an erstwhile simple contract for service between the partners of production.
In the back drop of the amended provisions of standing orders, it is certainly advantageous in respect of certain specialised or professional jobs which last for a relatively shorter and predictable duration. In other cases it may not be so because of the ban on the conversion of existing permanent posts into that of fixed term posts and the protection of all statutory benefits to the FT employees.
In your case, if the requirement is genuinely for a six month period alone, well, you can go ahead.