We are here to provide expert legal guidance on Irish contract of employment law. Employment Law Solicitor has extensive experience advising both employers and employees on all aspects of Irish contract of employment law. We have a strong track record of securing successful outcomes for our clients through both formal and informal processes.
Speak with one of our Dublin-based specialist employment solicitors to explore how we can assist you with your Irish contract of employment law concerns.
Terms of Employment (Information) Act Resources:
- Guide to Terms of Employment under Irish Employment Law
- How to File a Terms of Employment Claim
- Case Studies and Legal Precedents for Terms of Employment Claims
- Video Guide: Contract of Employment under Irish Employment Law
- Am I Entitled to a Contract of Employment?
Understanding the Terms of Employment (Information) Act
The Terms of Employment (Information) Act 1994 requires employers to provide employees with a written statement of certain terms and conditions of their employment. While this does not mandate a formal written contract, most employers comply by furnishing contracts to all employees. This Act benefits both employers and employees by ensuring clarity regarding their rights and obligations.
Am I Entitled to a Written Contract of Employment?
The Act applies to employees who started employment after May 1994 or those who request written information about their employment terms. Employees hired after this date must receive their terms and conditions within two months of starting work, while those who request it must receive the information within one month of their request.
Key Terms of a Written Contract of Employment
The written terms and conditions must include:
- Full names of the employer and employee.
- Employer’s address within the State.
- Place of work.
- Job title, description, or nature of work.
- Date of commencement of employment.
Additional Information in a Contract of Employment
Other important terms and conditions that should be included are:
- Expected duration and termination date (if applicable).
- Rate of pay, method of calculation, and frequency of payment.
- Notice period required from both parties.
- Details on sick pay and pension schemes (if applicable).
- Terms and conditions related to paid leave.
Can an Employer Change My Contract of Employment?
Employers must provide written details of any changes to an employee’s terms and conditions. This ensures clear communication between employers and employees about workplace changes. However, whether consultation or agreement is required depends on the contractual circumstances.
What is ‘Custom and Practice’ in Employment Law?
A term may be implied into an employment contract through custom and practice if it reflects a clear, recurring, uninterrupted practice that has been followed openly for several years. Though less common today, employees may also be bound by the terms of a collective agreement if they have agreed to be bound by it.
What If I Do Not Receive a Written Contract of Employment?
Employees should first allow their employer the opportunity to address any workplace concerns, complaints, or grievances. If a satisfactory resolution is not achieved, they may bring a claim to the Workplace Relations Commission for adjudication.
Do I Need a Solicitor for a Contract of Employment Complaint?
Engaging an employment solicitor for workplace disputes ensures that both employers and employees are fully informed of their legal options. Employment Law Solicitor has a strong track record of securing successful outcomes for clients through both formal and informal processes.