Regardless of the Size of Your Business

You are obliged to issue your employees with their 5 core terms of employment within their first 5 days of starting a job, followed by a statement (contract) with their remaining terms within 2 months of their start date as defined by law. If you do not, then you can be taken to the Workplace Relations Commission (WRC)

Given that you have this legal obligation, you may as well make the most of it as an opportunity to ensure that your employees have clear well written terms that work for you too.

We have two principal solutions for you, depending on the nature and complexity of your organisation:

For smaller straightforward businesses

Answer our easy to follow questionnaire that covers all of your statutory obligations and we will produce a draft standard contract for your business for £95 + VAT.

For more complex organisations

You may have requirements that go beyond the statutory minimum and need to include clauses that offer your business additional protection should things go wrong. For example:-

  • Do you want to restrict your employees from working for a competitor?
  • Do you want to impose obligations of confidentiality upon them?
  • Do you want to be able to put them on “garden leave” if they resign?
  • Do you want to stop them poaching your customers or staff once they leave?

Here, our HR professionals will need to talk to you in more depth about your business and its requirements. We can then produce an employee contract which meets the specific needs of your business.

What has to be included in an employment contract under Irish law? As a legal minimum your staff contracts must contain at least the following:

  • The names of the parties to the contract – employer and employee
  • The employee’s place (or places) of work and the address of the employer if different
  • The employee’s job title or a brief description of their job
  • The employment start date and if appropriate the date when the employee’s continuous employment is deemed to have started
  • The employee’s pay rate, method of calculation and pay frequency
  • Permissible deductions from employees pay such as statutory deductions
  • The normal hours of work per day and per week
  • Contract duration i.e. if it is fixed term the end date must be specified.
  • The employee’s holiday entitlement
  • Details of the notice to be given by the employer and employee to terminate the contract of employment
  • Details of sick pay arrangements
  • Details of any paid leave if relevant
  • Details of the pension arrangements relevant to the employee
  • Information about your discipline and grievance procedures
  • Details of any collective agreements that affect the employment
  • If employees work outside the State for any period of time further contact clauses are required by law

As mentioned above, this is just the legal minimum and good well written staff employment contracts (usually when combined with a user friendly staff handbook) can set the tone for how your employees perceive they should behave at work.

Peopletime are well versed in preparing employment contracts and employee handbooks for organisations in many different sectors including retailers, the financial sector, charitable organisations, the service sector, healthcare, medical practices and office based organisations.


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