Contracts of Employment
Ensure Legal Compliance
Reference Policies and Procedures
List duties and responsibilities
“I’ve recently moved back from the UK and opened up an Irish business. HR team were invaluable in helping me bring my old UK contracts into line with Irish employment laws. They advised on full time contracts, part time contracts and also contract for services for self employed working out of my premises. They were prompt in replies, ultra professional at all times and I cannot recommend them highly enough.”
Our experts will make sure your contracts of employment are legally watertight.
Every employee is legally entitled to a written statement of their employment terms within two months of their start date.
This may be in the form of a written contract of employment, provided all of the required particulars are included in the contract.
Contracts of employment often include references to policies and procedures which are then set out in full within an employee handbook. Where this is the case, it may be construed that the entire contents of the employee handbook forms part of the contract of employment.
This may not always be your intention. For this reason, when you compile an employee handbook, you must get it right to avoid potential tribunal claims.
Yes. It is a legal requirement that an employee receives written terms and conditions of their employment.
Yes. Each employee needs to receive and sign a hard copy of their contract of employment.
The key terms of the employee’s employment which are legally required to be given to the employee by the employer in writing.
Yes. If an employee has been working for a period of time with no contract of employment it is important to ensure when they are issued with a contract that the terms of the contract do not differ from their existing working practices. It is a legal requirement that an employee receives written terms and conditions of their employment.