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Employment Contracts for Employers

Well-drafted employment contracts are a cornerstone of a successful business, providing confidence to investors that your organisation is well run while helping to attract the most talented people in your domain.

Our employment law Solicitors possess the highest levels of commercial acumen and understand the practical realities of running a business.  When it comes to drafting, reviewing or updating your company’s employment contracts, our Solicitors will listen to your requirements and create tailored documents designed for your specific needs while conforming to the standard requirements of your market sector.

Many of our clients are multi-national corporations; therefore, we have the skills required to provide strategic advice when it comes to negotiating service contracts for high-level employees and directors. 

Our focus is to minimise the risk of employee claims, which are costly, time-consuming, and, if not managed effectively, can lead to reputational damage.  With our focus on detailed drafting, robust negotiation, and clear strategies, you can be confident your employment law contracts are the best in your industry, allowing you to attract the talent you need to grow.

As an employer, what are my legal requirements concerning employees?

From 4 March 2019, core terms of employment must be proved to the employee within five days of starting work. Under the Terms of Employment (Information) Act 1994-2012, an employee must be presented with a written statement covering the remaining terms of their employment within two months of commencing work.  This should include information such as the employee’s job title and nature of the work, location, sick pay, and pension details

Both employer and employee must sign an employment contract, and the staff member must be provided with a copy.  And furthermore, employers must retain a copy of any employment contract for one year after the employee leaves service.

What are the core terms of employment?

The core terms of employment are set out in the Employment (Miscellaneous Provisions) Act 2018 and include:

  • The full names of the employer and employee
  • The address of the employer
  • The expected duration of the contract (if the contract is temporary or fixed term)
  • The rate or method of calculating pay and the pay reference period for the purposes of the National Minimum Wage Act 2000 (e.g. a week, a fortnight or a month)
  • The hours of work

Can I include a probation period?

An employment contract can include a probation period.  As long as the contract is in writing and the probation lasts for one year or less, the Unfair Dismissals Acts 1997–2015 will not apply if the employee is dismissed within the probationary period.

How Lavelle Partners can assist you with your employment contracts

  • We have clients from many sectors including finance, manufacturing, and technology, and having advised on employment law matters for many years, there are few situations we are not familiar with.
  • There are no ‘off-the-shelf’ solutions in our firm, we listen to your commercial ambitions and requirements and create employment agreements tailored to you.
  • Our team is smart, focused, and detail-obsessed – you can be confident your employment contracts will protect your interests.

For further information regarding drafting and negotiating employment contracts in Ireland, please contact Lavelle Partners in confidence on (01) 644 5800*.

*Please note that fees apply to all consultations and advice cannot be given free of charge. 

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