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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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