Turn the job offer into clear written terms from day one.

The Employee is employed as a Agreed job title and shall report to Agreed reporting line. The Employee shall perform the duties normally associated with that role and any other duties reasonably assigned by the Employer that are consistent with the Employee's skills, experience, status and capabilities. The Employee may occasionally be required to assist colleagues or other departments where reasonably necessary for the operation of the business. The Employer will give reasonable notice of any material proposed change to the Employee's duties and will consult with the Employee before implementing that change. No material change to the nature or status of the role will be made except by agreement or as otherwise permitted by law. The Employee shall perform their duties faithfully, diligently and efficiently and shall use reasonable endeavours to promote and protect the legitimate interests of the Employer.

The Employee's primary place of work shall be Agreed place of work. The Employee may be required to travel or to work temporarily at another location within Ireland where this is reasonably necessary for the performance of the Employee's duties. The Employer will have regard to the Employee's role and personal circumstances, will give as much notice as is reasonably practicable and will reimburse authorised business expenses in accordance with the Expenses clause and any applicable Company Policy. Any proposal to make a material permanent change to the Employee's normal place of work will be subject to prior consultation and, where it amounts to a contractual change, the Employee's agreement. Where the Employee is required to work outside Ireland for at least one month, the Employer will provide the additional written particulars required by law before the Employee's departure, including the country, expected duration, remuneration arrangements, allowances and any applicable repatriation arrangements. The Employee may request remote working or, where eligible, flexible working in accordance with applicable legislation and applicable Company Policy. A right to request such an arrangement does not create an automatic entitlement to have the request approved. Any approved arrangement will be confirmed in writing and may be reviewed in accordance with its terms.

The first Agreed probation period month(s) of employment shall be a probationary period, subject to the statutory limits set out below. The purpose of probation is to allow the Employer to assess the Employee's performance, conduct, attendance, capability and overall suitability for the role. During probation, either party may terminate the employment by giving one week's written notice, subject always to any longer statutory minimum notice entitlement. The Employer may make payment in lieu of notice. Nothing in this clause affects the Employer's right to terminate without notice for gross misconduct following an appropriate fair procedure. The Employer may use an appropriately adapted performance, capability or disciplinary procedure during probation, but will inform the Employee of any material concerns and provide the Employee with a reasonable opportunity to respond before a decision is made. The probationary period shall not normally exceed six months. The Employer may extend the probationary period beyond six months only on an exceptional basis where such an extension is permitted by law and is in the Employee's interest. Any such discretionary extension, the reason for it and the revised expiry date will be confirmed in writing before the existing probationary period expires, and the probationary period following such a discretionary extension shall not exceed the maximum period permitted by law. Separately, where applicable law requires the probationary period to stand suspended during a statutory absence from work, probation shall be suspended for the relevant absence and shall resume or be completed following the Employee's return in accordance with applicable law. Any resulting extension arising from such a statutory suspension is separate from a discretionary extension under the preceding paragraph. If this is fixed-term or specified-purpose employment Where the employment is for a fixed term or specified purpose, the probationary period shall be proportionate to the expected duration of the contract and the nature of the work. Where a fixed-term or specified-purpose contract is renewed for the same functions, the renewed contract shall not contain a new probationary period. Nothing in this clause limits any statutory protection that applies during probation, including protections relating to discrimination, protected disclosures, statutory leave, trade union activity, health and safety or the exercise of employment rights.

Disciplinary, capability, grievance and dignity-at-work matters will be handled in accordance with applicable law, relevant codes of practice and the Employer's applicable written procedures. The Employer will make its written disciplinary and grievance procedures available to the Employee. Detailed procedures contained in Company Policy are non-contractual unless expressly stated otherwise. Before imposing a disciplinary sanction, the Employer will ordinarily inform the Employee of the allegation or concern, provide the Employee with sufficient relevant information to understand the matter, give the Employee a reasonable opportunity to respond and fairly consider the Employee's response before making a decision. At a formal disciplinary or grievance meeting, the Employee may be accompanied or represented in accordance with applicable law and the relevant Code of Practice, including by a work colleague or trade-union representative where applicable. A disciplinary decision will be confirmed in writing and the Employee will be given a right of appeal. Wherever reasonably practicable, the appeal will be heard by a person who was not involved in the original decision. Where the Employer does not have an appropriate uninvolved manager or other internal person available to hear an appeal, including because of the small size of the Employer's business, the Employer may appoint a suitably independent external person, such as an external HR adviser, to hear or assist with the appeal. An appeal must be submitted in writing to the person identified in the decision letter within the period specified in that letter or the applicable procedure. A grievance should initially be raised with the Employee's line manager or another person designated by the Employer. Where that person is the subject of the grievance or it would otherwise be inappropriate to raise the matter with them, the grievance may be raised with another appropriate person designated by the Employer. Gross misconduct may result in dismissal without notice or payment in lieu of notice, but only following an appropriate fair procedure. Examples of misconduct and gross misconduct may be set out in applicable Company Policy and, where provided, are illustrative rather than exhaustive. The Employer may apply an appropriately adapted disciplinary, capability or grievance process during probation. Nothing in this clause permits discrimination, penalisation or the removal or limitation of a statutory right.

The Employee's normal working hours are Agreed daily working hours, Agreed working days. A one-hour lunch break is unpaid and is excluded from working time. The Employee is required to work Agreed weekly hours normal working hours per week. The Employee's normal working day comprises the paid working hours falling within the normal daily schedule stated above, excluding the unpaid lunch break. The Employer may invoke lay-off or short-time working where permitted under the Lay-Off and Short-Time Working clause of this Agreement. The Employee's average working week, including overtime, shall not exceed the maximum permitted by the Organisation of Working Time Act 1997, calculated over the applicable statutory reference period. The Employer will not request or require the Employee to work in excess of the applicable statutory maximum. The Employee is entitled to the following minimum rest breaks in accordance with the Organisation of Working Time Act 1997: A rest break of 15 minutes where more than 4.5 hours have been worked; A rest break of 30 minutes where more than 6 hours have been worked, which may include the 15-minute break referred to above; A daily rest period of 11 consecutive hours in each 24-hour period; and A weekly rest period of 24 consecutive hours, normally following a daily rest period, subject to applicable law. The Employee may be required to work additional hours, including occasional evening or weekend work, where the needs of the business reasonably require it. Any overtime worked must receive prior written approval from the Employee's line manager. Approved overtime will be compensated by Time Off In Lieu (TOIL) at a ratio of 1:1, to be taken within 3 months, subject always to any greater statutory entitlement. Where the Employee is required to work on a Sunday and compensation for Sunday working has not already been taken into account in determining the Employee's rate of pay, the Employee will receive such additional compensation as is required by section 14 of the Organisation of Working Time Act 1997. Such compensation may consist of a reasonable allowance, an increased rate of pay, reasonable paid time off, or a combination of those measures, as applicable. Any Time Off In Lieu or other compensation provided under this Agreement will not reduce or replace any greater statutory entitlement arising in respect of Sunday work. The Employer will maintain records of the Employee's working hours in accordance with applicable law. Where the Employee's working hours may vary, the Employer will provide the notice of working hours required by applicable law and the Employee will not be required to work outside any agreed reference hours or days except where permitted by law or agreed with the Employee.

The Employer recognises the importance of employees maintaining a healthy balance between work and personal life and supports the right of employees to disconnect from work outside normal working hours. Except in exceptional circumstances or where operational requirements reasonably require otherwise, the Employee is not expected to routinely engage in work-related communications, including emails, telephone calls, or messages, outside normal working hours. The Employee is also expected to respect the right of colleagues to disconnect from work outside their normal working hours. Further details concerning communications and work outside normal working hours may be set out in applicable Company Policy.

The Employee shall be paid a gross annual salary of Agreed gross annual salary, payable monthly in arrears by electronic bank transfer to the Employee's nominated bank account, subject to all lawful statutory deductions, including income tax (PAYE), PRSI and the Universal Social Charge (USC). The pay reference period is one calendar month for the purposes of the National Minimum Wage Act 2000, as amended. The Employee will receive a written payslip on or before each pay date, itemising gross pay, deductions made and net pay, in accordance with applicable law. Salary will be subject to annual review. Any increase will be entirely at the Employer's discretion, having regard to individual performance, market rates and prevailing economic conditions. A salary review does not create an entitlement to an increase. If commission forms part of the employee’s remuneration The Employee is eligible to earn commission calculated as follows: Agreed commission calculation Unless the commission calculation stated above expressly provides otherwise, any reference to sales or revenue for commission purposes means net sales attributable to the Employee, excluding VAT, refunds, cancellations, credit notes, discounts and amounts which are written off or are not ultimately received by the Employer. Unless the commission calculation expressly provides otherwise, commission becomes earned when the Employer receives cleared payment for the relevant sale. Commission will normally be calculated monthly and paid through payroll at the next reasonably practicable payroll date after it has been earned. Where more than one employee has materially contributed to a sale and the commission calculation does not specify how the sale is to be allocated, the Employer will determine the allocation reasonably and consistently, having regard to the respective contribution of the employees and the Employer's records. Where commission has been calculated on an amount that is subsequently refunded, cancelled, credited or written off, the corresponding commission may be adjusted against future commission payments to the extent permitted by law. No adjustment will exceed the commission attributable to the relevant transaction. The Employer may reasonably amend the commission structure applying to future sales or commission periods by giving reasonable written notice to the Employee. No change will retrospectively reduce commission already earned. Termination of employment, or the Employee being under notice of termination, will not affect commission already earned. Where a sale attributable to the Employee was concluded before termination but commission becomes earned only when the Employer subsequently receives payment, the Employee will remain entitled to that commission when it becomes earned, unless the commission calculation stated above expressly provides otherwise. The Employer may make deductions from the Employee's salary only where: Required or authorised by statute, including PAYE, PRSI and USC; Expressly authorised by this Agreement in the specific circumstances identified in it; or The Employee has given prior written consent to the specific deduction. Any deduction authorised by this Agreement will be made only in accordance with the Payment of Wages Act 1991 and other applicable law.

The Employee shall be entitled to Agreed annual-leave entitlement working days of paid annual leave in each leave year, which shall not be less than the statutory minimum entitlement, together with public-holiday entitlements in accordance with the Organisation of Working Time Act 1997. The leave year runs from 1 January to 31 December. Annual leave must be requested and approved in advance. The Employer will determine the timing of annual leave after taking account of Operational Requirements and the Employee's personal requirements and, where practicable, after consultation with the Employee. The Employer will give the notice required by law where it directs that leave be taken on specified dates. Annual leave should normally be taken during the leave year. Carry-over may be permitted by written agreement and all statutory rights to carry over leave are preserved. Statutory annual leave will continue to accrue during certified sick leave and other statutory leave where required by law. Where the Employee was unable to take statutory annual leave because of certified illness, the applicable statutory carry-over period, including the 15-month period where relevant, will apply. Annual leave may be treated as forfeited only to the extent permitted by law and only after the Employer has given the Employee a genuine and reasonable opportunity to take the leave, encouraged the Employee to do so and clearly warned the Employee in advance that the leave may otherwise be lost. Where employment starts or ends during a leave year, the Employee's entitlement will be calculated on a pro-rata basis in accordance with applicable law. On termination, the Employee will be paid for accrued but untaken annual leave. Where the Employee has taken more leave than has accrued, the Employee authorises the Employer to deduct the corresponding amount from final pay, subject to the Payment of Wages Act 1991.

The Employee is entitled to statutory sick leave in accordance with the Sick Leave Act 2022 and any amendment or replacement legislation. The number of statutory sick-leave days, qualifying service requirement, rate of payment and daily payment cap will be those in force at the time the leave is taken. To qualify for statutory sick pay, the Employee must provide a medical certificate from a registered medical practitioner confirming that the Employee is unfit to work because of illness or injury. The medical certificate must cover each statutory sick-leave day claimed. A single medical certificate may cover more than one day where appropriate. For sickness absence that is not claimed as statutory paid sick leave, a medical certificate is required where the absence exceeds Agreed medical-certificate period consecutive days or earlier where the Employer reasonably requests certification. The Employee must personally notify Absence Contact as soon as reasonably practicable and, unless prevented by exceptional circumstances, before the Employee's normal start time on the first day of absence. The Employee must keep the Employer reasonably informed of the likely duration of the absence. The Employer may request a medical assessment or report where reasonably necessary to manage absence, fitness for work, workplace safety or reasonable accommodation. Any such request and the processing of medical information will be handled in accordance with applicable data-protection law and appropriate medical-consent procedures. Any more favourable contractual sick-pay scheme operated by the Employer will be notified to the Employee in writing and will be governed by any applicable written sick-pay policy or other written terms. Statutory sick pay will not be paid in addition to contractual sick pay for the same day unless the applicable written terms expressly provide otherwise.

The Employee shall be entitled to maternity leave, paternity leave, adoptive leave, Parent's Leave, parental leave, carer's leave, domestic violence leave, force majeure leave, leave for medical care, jury service and any other statutory leave for which the Employee qualifies, in accordance with the legislation in force at the relevant time. The Employee must provide the notice, information and supporting documentation required by applicable legislation and any reasonable administrative requirements contained in an applicable written policy or procedure, except where an emergency or applicable legislation permits notice to be given later. The Employer will continue to pay the Employee during statutory leave only where payment by the Employer is required by law or is expressly provided for by this Agreement, an applicable written policy or another written entitlement. Any entitlement to a State benefit, including a benefit associated with statutory leave, is separate from any obligation of the Employer to pay the Employee and is subject to the Employee satisfying the applicable statutory eligibility requirements. Nothing in this clause limits any greater statutory or contractual leave or payment entitlement available to the Employee.

Disciplinary, capability, grievance and dignity-at-work matters will be handled in accordance with applicable law, relevant codes of practice and the Employer's applicable written procedures. The Employer will make its written disciplinary and grievance procedures available to the Employee. Detailed procedures contained in Company Policy are non-contractual unless expressly stated otherwise. Before imposing a disciplinary sanction, the Employer will ordinarily inform the Employee of the allegation or concern, provide the Employee with sufficient relevant information to understand the matter, give the Employee a reasonable opportunity to respond and fairly consider the Employee's response before making a decision. At a formal disciplinary or grievance meeting, the Employee may be accompanied or represented in accordance with applicable law and the relevant Code of Practice, including by a work colleague or trade-union representative where applicable. A disciplinary decision will be confirmed in writing and the Employee will be given a right of appeal. Wherever reasonably practicable, the appeal will be heard by a person who was not involved in the original decision. Where the Employer does not have an appropriate uninvolved manager or other internal person available to hear an appeal, including because of the small size of the Employer's business, the Employer may appoint a suitably independent external person, such as an external HR adviser, to hear or assist with the appeal. An appeal must be submitted in writing to the person identified in the decision letter within the period specified in that letter or the applicable procedure. A grievance should initially be raised with the Employee's line manager or another person designated by the Employer. Where that person is the subject of the grievance or it would otherwise be inappropriate to raise the matter with them, the grievance may be raised with another appropriate person designated by the Employer. Gross misconduct may result in dismissal without notice or payment in lieu of notice, but only following an appropriate fair procedure. Examples of misconduct and gross misconduct may be set out in applicable Company Policy and, where provided, are illustrative rather than exhaustive. The Employer may apply an appropriately adapted disciplinary, capability or grievance process during probation. Nothing in this clause permits discrimination, penalisation or the removal or limitation of a statutory right.

Following successful completion of probation, the Employer may terminate the employment by giving Employer’s agreed notice period written notice and the Employee may resign by giving Employee’s agreed notice period written notice. Neither period will be less than the statutory minimum applicable at the time. The Employer may, at its discretion, make a payment in lieu of all or part of the Employee's notice period. Any payment in lieu will be subject to lawful deductions and will not include a discretionary benefit or payment unless the relevant scheme expressly provides otherwise. If this is fixed-term or specified-purpose employment Where the employment is for a fixed term or specified purpose, this clause permits early termination before the agreed expiry date or cesser of the purpose. Automatic termination on expiry of the fixed term or cesser of the specified purpose is governed by the Commencement and Duration clause and is separate from an early termination under this clause. The Employer may terminate employment without notice or payment in lieu where the Employee commits gross misconduct, but only after an appropriate fair procedure. Where termination relates to conduct, performance, capability, attendance, redundancy or another substantial ground, the Employer will follow the procedure appropriate to that ground and applicable law. If this is fixed-term or specified-purpose employment The disciplinary procedure does not apply to the automatic expiry of a valid fixed-term contract or cesser of a valid specified purpose, although the Employer will confirm the ending in writing. On termination, the Employee will be paid salary and any other contractual amounts accrued to the termination date, together with payment for accrued but untaken annual leave, less lawful deductions.