Employment Contracts
A contract of employment is not obligatory, but it is good practice to have an agreement prepared and signed stating the main particulars of your employment, in order to make the conditions of employment easier for you and the employer to understand. 

The document should contain information about the place of work, the registered address of the organisation, your job and duties, the date of the commencement and, if agreed, of the termination of your employment, holidays with pay, earnings and allowances and working hours and days, as well about any work that you will undertake abroad. 

A contract of indeterminate duration can be terminated by either side in accordance with the legislation governing the specific employment and stipulating the period of notice of resignation which must be given on the basis of length of service.

Collective agreements between trades unions and employers usually have a duration of two years. The employer must inform the employee of any changes within one month. If the employer intends to amend the terms of employment, he must discuss and agree the amendment with the employee before doing so. If such an amendment worsens the conditions of employment, the employee can invoke enforced resignation and take the matter to the Labour Disputes Court.

Where the company is to be merged with or taken over by another company, the employer must give the employees advance information about the date of the merger or take-over, the reasons, the consequences (legal, economic and social) and the measures that will flow from the merger or take-over. The rights and obligations are transferred to the new employer, and that employer must retain the terms of employment for at least one year.

Text last edited on: 12/2007

Source: European Union
© European Communities, 1995-2008
Reproduction is authorised.

 
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