Why Written Contracts Matter
Since the introduction of the European Union (Transparent and Predictable Working Conditions) Regulations 2022, Irish employers are legally required to provide employees with a written statement of their core terms of employment within five days of their start date. A further extended statement covering all remaining terms must follow within one month.
Failure to comply is not merely an administrative inconvenience. An employee can bring a complaint to the Workplace Relations Commission, and the penalties can be significant. More practically, the absence of a written contract leaves both parties exposed to misunderstanding, dispute, and legal uncertainty.
Here are five things that every employment contract in Ireland must include.
1. The Names and Addresses of Both Parties
This sounds obvious, but it is frequently done poorly. The contract must name the legal entity employing the person — not a trading name, not a brand name, but the registered company or sole trader name as it appears on the Companies Register or Revenue records. The employee's full legal name and the employer's address must also be stated.
Getting this wrong can create complications if the contract ever needs to be enforced or referred to in a legal proceeding.
2. The Date of Commencement
The contract must state when employment begins. This determines the calculation of continuous service, which is relevant to redundancy entitlements, notice periods, and unfair dismissal protections. The commencement date should match the payroll records and any probation period calculations.
3. The Job Title and a Description of Duties
A job title alone is insufficient. The contract should include a brief but meaningful description of the role and its core responsibilities. This does not need to be exhaustive, but it should be specific enough to define the scope of the employment relationship and provide a reference point if duties are later disputed or changed.
A well-drafted job description protects both parties — the employer from employees refusing reasonable requests, and the employee from being asked to take on work outside the scope of what they agreed to.
4. Remuneration and Pay Frequency
The contract must state the gross salary or wage, the pay reference period (weekly, fortnightly, monthly), and the method of payment. If there are any performance-related elements, commission structures, or bonus arrangements, these should be clearly described — either in the contract itself or in a separate document referenced within it.
Under the Payment of Wages Act 1991, employees are entitled to a written payslip itemising deductions. It is advisable for the contract to specify any lawful deductions that may be made.
5. Hours of Work
The contract must state the normal working hours, the days of the week on which work is required, and the total hours per week. Under the Organisation of Working Time Act 1997, the average working week — including overtime — generally cannot exceed 48 hours over a reference period, usually four months.
If the role involves variable hours, the contract must explain how those hours will be determined and communicated to the employee in advance.
Getting It Right From Day One
A properly drafted employment contract is not just a legal obligation — it is the foundation of a clear and professional employment relationship. It protects the employer in disputes, sets expectations for the employee, and demonstrates that the business takes its legal responsibilities seriously.
SigSwift's employment contract template is designed to align with current Irish employment law requirements and can be customised, signed, and returned entirely online — without printing a single page.