Contracts of Employment

Employers are obliged to provide a written statement of terms and conditions of employment either when an offer of employment is made or within two months of commencement of employment. This must include the following information:

  • Name of employer and employee
  • Date of commencement of employment
  • Job title or description
  • Date when continuous employment began
  • Rate of remuneration
  • How often wages are paid
  • Hours of work
  • Holiday entitlement
  • Rules on absence due to sickness, including provision for sick pay
  • Details of pension and pension schemes
  • Whether a contracting-out certificate is in force
  • Length of notice
  • Fixed term (if employment is not to be permanent)
  • Places of work
  • Any collective agreements applicable
  • Any particulars regarding working abroad
  • Details of disciplinary and complaints procedures, including the details of a person to whom the employee can apply if dissatisfied with any disciplinary decision or to submit a grievance.

There are many additional terms which can be added to suit individual requirements. These can include such matters as restrictive covenants, dress codes or standards of conduct. Having a well drafted and appropriately tailored Contract of Employment in place is the best way of ensuring that employment disputes, should they arise, can be swiftly resolved without any nasty surprises.

Always take legal advice!

These comments are provided for guidance only. Each situation has to be examined on its own merits and circumstances and you should not, therefore, rely upon the above without taking specific legal advice in relation to any particular matter.

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