In our Employment Law category we provide a range of drafting processes enabling you to draft the specific employment contract that meets your particular needs. You can try any of these drafting processes by clicking on the 'TRY FOR FREE' button (no payment details required but under this option certain parts of the document will be obscured until paid for). For a small optional additional cost our SOLICITORS will also REVIEW your document if you require that added reassurance.

Employment Contracts

The following are links to our range of employment contracts:

Casual or Zero Hours Employment Contract

Employers should use this employment contract when taking on new members of staff, either for a fixed priod or ongoing, where there are no set working hours or, alternatively, work is provided on an 'as required' casual basis where there is no onus on the employee to accept the work offered. This employment contract must be given to the employee within two months of starting. Failure to provide employees with a written statement of certain specific details of their employment within two months is unlawful. The contract covers issues such as probation, remuneration, illness, annual leave entitlement, pension schemes, references, disciplinary procedures and confidentiality, among other matters. This contract should be used in conjunction with an employee handbook containing more detailed HR and employment policies. 

Consultant or Contractor Agreement

When a client engages the services of a consultant or a contractor – whether a private individual, partnership or limited company – this document should be used to draw up the terms of the arrangement. While it includes clauses covering remuneration, obligations and notice it does not constitute a contract of employment. However, failure of either party to honour the terms of the agreement could lead to claims of breach of contract or negligence. The agreement also deals with the issue of copyright. Note that this document is not suitable for individuals working in the health and care industry or who would have contact with children or vulnerable adults. Many consultants and contractors today work through a limited company, rather than directly, and this agreement can accommodate such an arrangement. Where the consultant or contractor is an individual this document provides that he or she will be responsible for their own tax, USC and PRSI.

Employment Contract

Employers should use this employment contract when taking on new members of staff. This contract must be given to the employee within two months of starting. Failure to provide employees with a written statement of employment within two months is unlawful and could result in costly appearances before an employment tribunal. This comprehensive employment contract covers issues such as probation, standard days and hours of work, shift work, sick pay and incapacity, holiday entitlements, lay-offs, pension schemes, references, medical reports, company cars, restrictive covenants, disciplinary procedures, confidentiality, share option schemes, home working, teleworking and part-time working, among others. This contract should be used in conjunction with an employee handbook containing more detailed HR and employment policies.

Employment Statement

This document prepares a set of terms and conditions of employment. It is designed for use by employers who wish to have a very simple employment contract in place. In addition, by law, all employees must receive written particulars in relation to specific terms of their employment from their employer within two calendar months of being employed. This document covers this minimum legal requirement. It is recommended that you use this employment statement in combination with an employee handbook.

Executive Director’s Service Agreement

This document is designed for use by a limited company to set out a basis upon which an executive is employed as a member of the company's board of directors. It covers pay, bonuses, share options, pensions, annual leave, working hours, sickness, job descriptions, the working time directive, restrictions on competition, location of workplace, benefits and other ancillary matters.

Fixed Term Employment Contract

Employers should use this fixed-term employment contract when they wish to take on an employee for a period which ends when either a specified date is reached, when a specified event has occurred or when a specified task has been completed. The contract must be provided to the employee within two months of their start date. This comprehensive employment contract covers issues such as probation, standard days and hours of work, shift work, sick pay and incapacity, holiday entitlements, lay-offs, pension schemes, references, medical reports, company cars, restrictive covenants, disciplinary procedures, confidentiality, share option schemes, home working, teleworking and part-time working, among others. The general rule is that employers must not treat fixed-term employees less favourably than permanent employees doing the same, or largely the same, job taking into consideration, where relevant, whether they have similar levels of skills and/or qualifications.

Statement of Changes in Terms of Employment

This document will create a written statement confirming the changes made to an employment contract or employment statement. There are certain changes which, by law, must be confirmed in writing and others where it is not required; however, it is considered to be best practice to do so to protect the interests of both the employer and employee. The employee is required to sign this statement, confirming their consent to the change to help protect the employer against a potential lawsuit. Changes to an employee's contract of employment can occur due to a change in the law, but otherwise, changes must be agreed between your employer and the employee. Unless specifically provided for neither party can unilaterally decide to change the contract. This requirement for both the employer's and the employee's consent to changes in the terms of the contract is part of contract law. This principle is not affected by the Terms of Employment (Information) Act 1994 which sets out the procedures for the employer informing the employee of any changes to the statement of the terms of employment.

Work Experience Agreement

Work experience involves a placement in which a person carries out a range of tasks and duties, more or less as would an employee; however the emphasis is on the learning aspects of the experience and the person is not paid. Work experience is often undertaken in Transition Year, the summer before starting university, during university holidays or as part of a year off. This document outlines the relevant terms and conditions of the work experience placement, the nature of the work experience and also includes the required consent form to be completed by the parents/guardians.

Law Guides

The following is a range of our free, and easy-to-read, law guides on a range of employment law issues:

Discipline and Dismissal

Employment Contracts

Employment Procedures

Other Resources

The following are links to other resources and sources of information in relation to Irish employment law:

Employment Rights and Conditions - Citizens Information

Terms of Employment Information Act (1994)

Workplace Relations