Requirements for Written Employment Contracts and the Consequences of Deficiencies
The proposal suggests several changes to the requirements for when a written employment contract must be provided, the content of the contract, and the consequences if the contract lacks essential information required by the law.
Firstly, it is proposed that the employment contract must be provided within seven days after the employment relationship begins.
Proposed requirements for information in an employment contract
Furthermore, the contract must contain several pieces of information that were not previously mandatory under the Working Environment Act. For instance, it must specify:
- Whether the employee can freely determine their workplace
- Provide information about holiday pay
- Rules for determining holiday periods
- Entitlement to other absences paid by the employer
- The procedures for terminating the employment relationship
- The right to competence development if offered by the employer
If the salary consists of various elements, these must be specified separately. In cases where the employer is a staffing agency, the identity of the hirer must be stated in the employment contract.
New regulations for temporary and part-time employees
A new presumption rule for temporary employment could also have significant implications. If the employment contract does not specify the scope of the position, the employee’s claim regarding the scope of the position shall be accepted as valid unless something to the contrary is clearly understood
Additionally, the time frame for when the employer is obligated to inform employees of changes in employment conditions is tightened. If the changes are approved, the employer must include the changes in the employment contract no later than the day the changes take effect.
When making changes to an employment contract
These proposals mean that employment contracts will need to be updated more frequently than has been customary to date. Several elements of employment that have typically been covered in, for example, the employee handbook, will have to be included in the employment contract. The proposition, however, clarifies that the changes should not impact the scope or determination of the employer’s managerial prerogative. Nevertheless, it is expected that there will be a greater need to include provisions for changes in the employment contract, as employment rights can be deemed individual rights unless the employer’s right to make changes is clearly stated.