Terms of Employment
Upon receiving an offer of a job, you will then negotiate the Terms of Employment. It is important to be aware of the minimum entitlements enshrined into employment legislation. Terms of Employment cannot be less that the entitlements listed below.
Under the Terms of Employment (Information) Act, 1994 and 2001, your prospective employer is required to give you your terms of employment in writing within two months of your start date.
This contract should include the following elements:
• The name and address of the employer
The title of your job and the type of work
• The place or places where you will be required to work
• Start Date for your Employment
• If the role is temporary, the anticipated duration of your employment should be stated
• if this will be a fixed term contract, the end date for the contract must be stated
• Salary
• the intervals at which wages or salary will be paid – hourly, weekly, monthly etc.
• Anticipated hours of work (including overtime)
• Duration of rest periods and breaks.
• Rules concerning paid leave
• The company’s arrangements and remuneration in the event of your not being able to work due to sickness or injury
• Information on pension schemes
• The periods of notice of leaving must be defined – these must apply to employer and employee
• Information on any collective agreements that might affect your work contract.
Under the Terms of Employment (Information) Act, 1994 and 2001, your prospective employer is required to give you your terms of employment in writing within two months of your start date.
This contract should include the following elements:
• The name and address of the employer
The title of your job and the type of work
• The place or places where you will be required to work
• Start Date for your Employment
• If the role is temporary, the anticipated duration of your employment should be stated
• if this will be a fixed term contract, the end date for the contract must be stated
• Salary
• the intervals at which wages or salary will be paid – hourly, weekly, monthly etc.
• Anticipated hours of work (including overtime)
• Duration of rest periods and breaks.
• Rules concerning paid leave
• The company’s arrangements and remuneration in the event of your not being able to work due to sickness or injury
• Information on pension schemes
• The periods of notice of leaving must be defined – these must apply to employer and employee
• Information on any collective agreements that might affect your work contract.