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A contract of employment may be verbal, written or even tacit. In the case of civil servants the employer is obliged to issue a written letter of appointment.
In practice, most contracts of employment are verbal. However, it is advisable to ask your employer for a written confirmation of employment. Under EU rules, an employer must inform the employee in writing of the terms of employment. This must be done within a month of the first day of employment and include the following information:
- the names and addresses of the employer and employee, the first day of employment and the name of the place of work;
- the employee’s duties and job title;
- the kind of employment (whether the position is temporary or permanent);
- the period of notice or date when the contract ends;
- the pay and payment procedures;
- the hours of work and paid holidays;
- any applicable collective agreement; and
- conditions for working abroad if the employee is to work abroad for more than one month.
The employer must give the employee one month’s notice of any changes in the above terms.
Termination without notice: A permanent position may only be terminated if there are reasonable grounds for dismissal or a shortage of work. In both cases you should seek union advice if you are affected. The period of notice may vary depending on length of service and age. This is governed by collective agreements. Temporary contracts of employment end automatically on the specified date without the employer having to give notice.
Employment subject to a probation period may be terminated upon completion of the agreed period without there being any particular grounds for dismissal. The probation period may also be terminated by either party before the agreed date providing 14 days’ notice is given.
Text last edited on: 11/2009
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