When you hire staff you have the obligation to inform your future employees on the terms of employment. EU rules lay down the minimum information you have to give to your staff. Your staff contracts must contain at least the following points or give a reference to the relevant law:
- parties to the employment contract (employer and employee)
- place of work – if there is no fixed place of work, you should highlight that the employee will work in various locations and say where your business is registered
- title, grade, category of work or a job description / brief specification of tasks
- start date
- expected duration of the job if the contract is temporary
- number of paid annual holidays
- length of notice periods for you and the employee if one of you terminates the contract
- initial basic salary, frequency of payment, any other components of remuneration
- length of the normal working day or working week (hours to work)
- rules of any collective agreements governing the employee's conditions of work, if appropriate
For annual holidays, length of notice periods, working time and remuneration, you can simply refer employees to any relevant national/regional laws and administrative provisions.
In some EU countries the rules above may not apply to employees working for a maximum of 1 month or to employees working fewer than 8 hours per week.
Find out if this applies to your country:Choose country
- Czech Republiccsen
- Greece *
- Lithuania *
- Slovenia *
- Switzerland *
- United Kingdom *
* Information not yet provided by national authorities
You must provide the above information to new employees in writing on the first day of work or even before, but no later than 2 months after they begin working for you.
The information given can be:
- a written employment contract
- a letter of commitment
- one or more written documents containing the information above
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Your EURES Adviser can inform you on working conditions as well as assist you in the recruitment procedures in your country or your cross-border region.