It therefore seems appropriate that you are only able to terminate the contract for the reasons of breach of contract or trust. Enabling the Hirer to have a termination clause (with or without notice) should not present a problem if you are genuinely self employed. However, it is often the case that termination clauses are ‘mirrored’ for both sides. In this event you may, on the one hand, prefer to consider a termination clause with no notice on either side, or no termination (excepting breach) on the other.
Case law on this matter suggests:
Equally, the absence of such a power would not point conclusively towards self employment. For example, where an engagement is for a specific piece of work, or a specified period of time, there is unlikely to be scope for dismissal by period of notice.