Oral employment contracts are legal in some cases, but are not market practices. In all cases, for employment relations exceeding 4 weeks, certain minimum references must be provided in writing and, in any event, a summary of the main contractual conditions (copia b`sica) must be presented to the employment agency. For certain types of contracts (for example. B, seasonal contracts), it is also necessary to formally present the employment contract (provided by the employment agency). A written employment contract is required. It must contain the following information: name, nationality, age, legal status and identity card number of the parties concerned; The description of the services provided Start of employment The type of contract Duration Working time The salary set The workplace. The Employment Contracts Act is the fundamental law governing labour relations. It is applied to labour relations in the private and public sectors, regardless of the type of work. There are separate provisions for relations between public services. Employment contracts are usually documented in writing, but oral contracts are valid. For EA employees, the EA requires that service contracts be written for a limited period of more than one month or for the performance of a specific job when the reasonable time for completion of the work exceeds or exceeds one month. In addition, the EA requires that each written service contract include a clause defining how the contract can be terminated by both parties.
The format and content of employment contracts for EA employees are not regulated. The conditions of employment are all that is promised to a worker at the beginning of the labour as long as they do not violate the legal minimum rights. In addition, terms can be inserted by an appropriate ad, for example. B by reference to a staff manual in a written employment contract or even in a document in a classroom next to the staff manual.  Although, without explicit wording, it is considered that they are not binding between the union and the employer, a collective agreement may have individual rights. The test applied by the courts is to ask in bulk whether its terms are “fit” for inclusion and not statements of “policy” or “aspiration”. While the terms of the collective agreement are clear, one “charge in, first out” rule was found to be potentially qualifying, but another clause purporting to criticize mandatory dismissals was considered “only honorary.”  Employers with more than 15 employees must have internal rules that must be pre-approved by the Ministry of Labor. These rules include hours of work, leave, layoffs, etc.
In addition, at the beginning of employment, workers should be equipped with a staff manual and employer guidelines (if applicable). There are no third-party licensing requirements for employment contracts or directives, with the exception of workers under the age of 15. This fact sheet was last updated by Lisa Ayling Solicitor and time labour law specialist and Rachel Suff.