Contract of Employment Solicitor

We are here for you when you need expert legal advice on Irish contract of employment law. Crushell & Co employment solicitors have extensive experience in advising both employers and employees on all aspects of Irish contract of employment law. We have a track record of achieving successful outcomes for our clients, through both formal and informal mechanisms.



Speak to one of our Dublin based specialist employment solicitors to determine how we can best assist you with your Irish contract of employment law issue.

Terms of Employment (Information) Act Resources:

• Guide to Terms of Employment under Irish Employment Law
• Bringing a Terms of Employment Claim
• Terms of Employment Cases and Claims
• Contract of Employment under Irish Employment Law (Video)

Am I entitled to a contract of employment?

The Terms of Employment (Information) Act 1994 imposes an obligation on employers to furnish their employees with a written statement of certain terms and conditions of their employment. This is not an obligation to provide a written contract but most employers comply with the Act by furnishing contracts to all employees. The Act is useful for both employers and employees in that it provides for clarity as to the rights and obligations of both parties. 

Am I entitled to a written contract of employment?

The Act applies to any employee who commenced employment after May 1994, or to any employee who requests written information about the terms and conditions to which they are entitled under the Act. The former must be given their terms and conditions within two months of commencing work whereas the latter must be given their terms and conditions within one month of their request. 

What are the key terms of a written contract of employment?

The terms and conditions that must be provided include: 

• the full names of the employer and the employee; 
• the address of the employer within the State;
• the place of work;
• the title or description of the job or the nature of the work for which the employee is employed; and 
• the date of commencement of the contract.

What additional information should be in my contract of employment?

The terms and conditions that should be provided include:

• the expected duration and the expected date of termination of the contract; 
• the rate of pay, the method of calculation and the frequency of payment;
• the period of notice required from each party ;
• sick pay and pension schemes, if any; 
• the terms and conditions relating to paid leave, if any.

Can my employer make changes to my contract of employment?

The law requires an employer to furnish an employee with written details of any changes in the terms or conditions of their employment. This is a useful provision as it ensures a certain level of communication between the employer and the employees in relation to changes that are taking place. The section does not mean that changes require consultation or agreement, that will depend on the contractual circumstances. 

What is a 'custom and practice' under employment law?

A term implied into an employment contract by the operation of custom and practice must reflect a clear, recurring, uninterrupted practice that has been openly practised for a number of years. This is seldom used today, but can be. More common is the concept of an employee being bound by the terms of a collective agreement where they are found to have agreed to be bound by it.

Can I make a complaint if I am not given a written contract of employment?

It is always recommended that employers be afforded an opportunity to address any workplace concerns, complaints or grievances, in the first instance. If an employee does not achieve an adequate response, they may bring a claim to the Workplace Relations Commission, where the matter may be adjudicated. 

Do I need a solicitor to make a complaint about not receiving a contract of employment?

By engaging an employment solicitor to assist with a workplace dispute, an employer or employee can rest assured that they are fully briefed on the options available. Crushell & Co have a track record of achieving successful outcomes for clients through both formal and informal processes.