Free Employment Contract - Ireland

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Employment Contract

Termination Notice

Termination Notice

Frequently Asked Questions
What is "notice"?A notice period is the length of time between a party being notified of an action and the action taking place.

For example, an employer giving a 2 week termination notice means the employee will be notified of the decision 2 weeks before the employment relationship actually ends.
How much notice should the employer give? Generally, the longer an employee has worked for the employer the longer the notice period given.

In Ireland, for an employee that has been working for at least 13 continuous weeks, the minimum notice period is:
(i) for less than 2 years of employment: 1 week;
(ii) for between 2 years and less than 5 years: 2 weeks;
(iii) for between 5 years and less than 10 years: 4 weeks;
(iv) for between 10 years and less than 15 years: 6 weeks; and
(v) for 15 years or more: 8 weeks.
Does the employer have to give notice if there is sufficient cause to terminate?An employer does not have to give notice to dismiss an employee for misconduct.Does the employee have to give notice to the employer?An employee that has been working for at least 13 continuous weeks must give at least 1 week of notice.

Employment Contract Template

Alternate Names:

An Employment Contract is also known as a/an:

  • Contract of Employment
  • Employee Contract
  • Employee Agreement
  • Work Contract

What is an Employment Contract?

An Employment Contract, or employment agreement, is a document created by an employer for an employee that outlines the terms (e.g. obligations, rights, and expectations of both parties) during the course of employment.

Who needs an Employment Contract?

It is a good idea for any employer to have a contract of employment for every employee working for their business. It clearly details the expectations of the job so that both parties (the employer and the employee) understand their roles and responsibilities.

Not only should every new hire have a personalized contract for their specific position, but every time an employee is promoted, changes roles, or moves departments over the course of their career, the Employment Contract should be updated. The updated version can have minimal or drastic changes depending on how the requirements of the employee's new position differs from the previous role.

Regardless of the types of changes made to the employee's role, they should be put in writing and the employee and employer should sign the new document to acknowledge the new terms.

What needs to be in an Employment Contract?

A contract of employment should include:

  • Type of employment (full-time, part-time, temporary, contract, etc.)
  • Start date (and end date if the position is temporary)
  • The length of the probationary period (if applicable)
  • Work location the employee is expected to travel to regularly (usually the main office)
  • Employer and employee details, including contact information like phone numbers and email addresses
  • Job title, normal hours of work, and work duties expected of the new worker
  • Remuneration: payment total and type (e.g. salary, hourly wage, commission, or other variances), pay period, overtime policy (if applicable), and any other benefits (e.g. annual leave, sick and disability leave, pension plan, health benefits, etc.)
  • Any restriction clauses like confidentiality, non-compete, or non-solicitation (if applicable)
  • Termination and notice policies
  • Disciplinary and grievances procedures

It is best practice to print two copies of the Employment Contract and have them signed by the employer and the employee so that each party can retain a copy for their records. Some employers make and sign a third copy for their human resources department as well.

Why is it important to have an Employment Contract?

An Employment Contract is the best way to protect both the employer and the employee over the course of the business relationship. An acknowledged agreement between the employer and the employee ensures that both parties are explicitly aware of their responsibilities, which help to prevent potential issues in the future.

There is little room for discrepancy and disagreement by having expectations, obligations, and duties clearly described in the contract. This keeps the employees accountable for their work, and helps protect them from unreasonable requests or changes from their superiors, like being forced to perform duties outside of the scope of their position on a regular basis without proper remuneration.

Related Documents:

  • Confidentiality Agreement: a form used to keep sensitive information private between two parties during an agreement like a business sale or a new hire
  • Consulting Agreement: a document that details the terms of a work agreement between a client and a consultant, including services, confidentiality, and remuneration
  • Independent Contractor Agreement: an agreement between a client and a contractor that defines the business relationship between the parties, including a description of the contracted work, the term length of the agreement, and payment total for services
  • Service Agreement: a form used by service providers that outlines the terms for providing their services to a customer in exchange for payment

Frequently Asked Questions:

Employment Contract FAQ
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