Department of Labour Relations
Employers are obliged to inform their employees about the following terms of employment (basic employment terms), not later than seven days after the commencement of employment:


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the identities of the parties
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the place of work of the employee and the registered place of business or, where appropriate, the residence of the employer
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Either:
    • i. the title, grade, nature or category of work for which the employee is employed, or
    • ii. a brief specification or description of the work
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the date of commencement of the contract or employment relationship and, in the case of a temporary contract or employment relationship, the expected duration thereof
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the duration and conditions of the probationary period, if any
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the remuneration, including the initial basic amount, any other component elements, if applicable, indicated separately, and the frequency and method of payment of the remuneration to which the worker is entitled
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if the work pattern is entirely or mostly predictable, the length of the worker’s standard working day or week and any arrangements for overtime and its remuneration and, where applicable, any arrangements for shift changes
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if the work pattern is entirely or mostly unpredictable, the employer shall inform the worker of:
  • i. the principle that the work schedule is variable, the number of guaranteed paid hours and the remuneration for work performed in addition to those guaranteed hours
  • ii. the reference hours and days within which the worker may be required to work
  • iii. the minimum notice period to which the worker is entitled before the start of a work assignment and, where applicable, the deadline for cancellation
Moreover, employers are obliged to inform their employees about the following terms of employment (additional employment terms), not later than one month after the commencement of employment:

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in the case of temporary agency workers, the identity of the user undertakings, as soon as known
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the training entitlement provided by the employer, if any
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the amount of paid leave to which the employee is entitled or, where this cannot be indicated when the information is given, the procedures for allocating and determining such leave
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the procedure to be observed by the employer and the worker, including the formal requirements and the notice periods, where their employment relationship is terminated or, where the length of the notice periods is not determined when the information is given, the method for determining such notice periods
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any collective agreements governing the worker’s conditions of work
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the identity of the social security institutions receiving the social contributions attached to the employment relationship and any protection relating to social security provided by the employer
No condition of employment, as mentioned above, can be less favourable to the employees than the conditions provided for in relevant legislation.