Last checked : 30/11/2018

Terms of employment

UK decision to invoke Article 50 of the TEU: More information

As of 30 March 2019, all EU law will cease to apply to the UK, unless a ratified withdrawal agreement establishes another date, or the European Council and the UK decide unanimously to extend the two-year negotiation period. For more information about the legal repercussions for businesses:

When you hire staff you should provide them with their terms of employment in writing. You should ideally give them their terms of employment on or before the day they start working. In some EU countries you have between 1 week and 2 months after the first working day give your new employees their terms of employment.

Your staff contracts or equivalent written statements confirming working conditions – such as letters of commitment – must contain at least the following information, or give a reference to the relevant law:

For annual holidays, length of notice periods, working time and remuneration, you can simply refer your employees to any relevant national/regional laws and administrative provisions.

Some EU countries apply simplified working schemes for staff employed for a maximum of 1 month or fewer than 8 hours per week.

Find out if this applies to your country:

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* Information not yet provided by national authorities

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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.

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