Employment Contracts:
The bedrock of the employer/employee relationship is the contract of employment or Terms and Conditions a written statement.
With it out you may as well drive a car without Tax/Insurance or NCT – you might get away with it BUT if your caught without them – well you know the rest.
To focus on the written statements in accordance of Terms of Employment ACT 1994
Within two months every employee should have a written statement
Every statement must contain:
| Name of Employer & Employee Address of Employer Place of Work Job Title Rate of Pay/Pay Intervals Date of Commence mentType of Contract | Hours of work Paid Leave Sick Pay – Yes or No Pension Schemes Notice Period |
The type of contract must also be clear:
- Contract of indefinite duration
- Fixed Term
- Seasonal
- Subcontractor
- Independent
Within two months every employee should have a written statement
Just like every business is different, 2020 HR as a bespoke HR consultancy does not recommend generic contracts as the more specific and tailor made they are towards your business the more effective they will be:
Think of the differences between a Haulage company and a Hairdressers.
A well drafted bespoke contract of employment along with a well drafted employee handbook again bespoke will establish the foundation of the employer/employee relationship, is line with good practice and is a LEGAL obligation.
Failure to provide an employee with a contract of employment will leave an employer open to a very straightforward claim with awards of up to four weeks remuneration
The claim must be brought to the Workplace Relations Commission (WRC) and is a straightforward win or lose situation-that is, it is clear whether there has been a breach of the legal obligation or not.
The new employment law The Employment (Miscellaneous Provisions) Bill, 2017, has made the provision of contracts of employment and written statements more relevant than ever for employers
To find out more regarding contracts of employment click to our contact page here.
