Contracts of Employment
Signing a New Contract, or Being Asked to Accept New Terms?
Your contract decides almost everything that matters if your employment ever goes wrong - your notice, your bonus, what happens on termination, and what you can do next. The time to get it right is before you sign. And once you are employed, your employer cannot simply impose new terms: significant changes to pay, hours, role or location generally need your agreement.
Get advice if any of the following apply:
- You have been offered a new role and want the contract reviewed before you sign
- Your employer is changing your pay, hours, role or location without your agreement
- A non-compete or non-solicitation clause is limiting your next move
- A promised bonus, commission or benefit has not been honoured
- You have never been given written terms of employment at all
If changes are being imposed on you, do not resign or refuse to attend work without advice - how you respond affects any later claim.
How We Help
We review new contracts before you commit, flagging the terms that will matter later - notice, termination, bonus conditions, and restrictive covenants. Where terms are being changed against your will, we set out your position in a way your employer has to take seriously. And where a contract dispute has already cost you money or forced you out, we pursue it - through negotiation or the WRC where needed.
Contract of Employment Solicitor
Expert legal advice on Irish contract of employment law for employees.
Whether you’re missing a written contract, facing changes to your terms, or need guidance on your entitlements, our Dublin-based employment solicitors can help.
Under the Terms of Employment (Information) Act 1994, employers must provide employees with a written statement of key terms and conditions. Most employers meet this obligation by issuing a full contract.
It benefits both sides by setting out clear rights and responsibilities.
Our Process
1. Review Your Contract
Every employee who started work after May 1994 is entitled to a written statement of their terms within two months of starting.
2. Identify the Issue
Whether it’s missing terms, unauthorised changes, or no contract at all, we assess where your employer has fallen short.
3. Raise It With Your Employer
We always recommend giving your employer an opportunity to address the issue first, either informally or through a grievance process.
4. Take Formal Action
If the issue isn’t resolved, we can bring a claim on your behalf to the Workplace Relations Commission for adjudication.
Evaluate & Improvement
Engaging an employment solicitor ensures you understand your full entitlements and the best route to resolution. We advise on all aspects of contract law including terms of pay, notice periods, sick pay, pensions, and paid leave, as well as implied terms through custom and practice or collective agreements.
YOUR RIGHTS
Know what must be included in your contract: job title, place of work, start date, employer details.
YOUR ENTITLEMENTS
Pay, notice periods, sick pay, pensions, and paid leave should all be clearly set out.
YOUR OPTIONS
From informal resolution to a formal WRC claim, we guide you through every step.
Frequently Asked Questions
Your Right to a Written Statement
- Written statement required within 2 months of starting
- Must include employer/employee names, address, job title, start date
- Applies to any employee who commenced after May 1994
- Employees who request their terms are entitled to receive them within one month
What Should Be Included
- Rate and frequency of pay
- Notice periods required from each party
- Sick pay and pension arrangements
- Entitlement to paid leave and expected duration of the contract
Changes to Your Contract
- Employers must notify employees in writing of any changes to terms
- Notification does not necessarily mean agreement is required
- Terms can be implied through custom and practice if clear and uninterrupted over time
- Employees may also be bound by collective agreements they’ve agreed to
Making Your Claim
- Employer should be given opportunity to address the issue first
- If unresolved, a claim can be brought to the Workplace Relations Commission
- No minimum service period required under the Terms of Employment Act
- Expert representation ensures your full entitlements are identified
Do You Have a Case?
90% of our clients' claims succeed. Get a straight answer on where you stand.
Get In TouchTime limits apply to most employment claims.
Employee Services
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What People Say
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Straight answers, in three steps
Most people have never needed a solicitor before. Here is exactly what happens when you contact us.
Tell Us What Happened
Send the form or call us. We listen, ask the right questions, and give you a straight answer on whether you have a case worth pursuing.
Agree The Plan Of Action
We set out exactly how your case will run and what to expect at each stage, all agreed in writing before anything begins. WRC claims usually must be lodged within six months, so we move quickly.
We Pursue Your Claim
Negotiation first, then the WRC, Labour Court or civil courts if needed. Most of our clients settle without ever facing a hearing.