Skip to main content
Forms Legal

Employment Agreement (Ireland)

Employment Agreement (Ireland)

Terms of Employment (Information) Acts 1994–2014 — Written Contract of Employment

This Employment Agreement (the “Agreement”) is entered into on [Agreement Date] between:

[Employer Name] (CRO No. [Employer CRO]), having its registered office at [Employer Address], [Employer City], [Employer Eircode] (the “Employer”); and

[Employee Name] (PPS No. [Employee PPS]), of [Employee Address], [Employee City], [Employee Eircode] (the “Employee”).

Together referred to as the “Parties”.

The Employer is required to provide written terms of employment pursuant to the Terms of Employment (Information) Acts 1994–2014. This Agreement constitutes the written statement of the Employee’s terms and conditions of employment.

1. COMMENCEMENT AND PROBATION

1.1 The Employee’s employment with the Employer commences on [Commencement Date].

1.2 No prior service with a previous employer will be deemed to count as continuous service for the purposes of this Agreement unless agreed in writing.

1.3 The Employee’s employment is subject to a probationary period of [Probation Period] commencing on the commencement date. During the probationary period, the Employer may terminate the employment with the notice set out in Clause 9.1. The probationary period may be extended by the Employer by written notice in exceptional circumstances, subject to a maximum total probationary period of 11 months.

1.4 During the probationary period, the Employer will provide the Employee with appropriate support, feedback, and performance review, in accordance with the Work Life Balance and Miscellaneous Provisions Act 2023.

1.5 Upon successful completion of the probationary period, the Employee’s employment will continue on the terms set out in this Agreement.

2. POSITION AND DUTIES

2.1 The Employee is engaged as [Job Title] within the [Department] department, reporting to the [Reports To].

2.2 The Employee’s primary place of work is [Place of Work]. The Employer may, on reasonable notice, require the Employee to work at other locations as may reasonably be required for the proper performance of the role.

2.3 The Employee’s key duties and responsibilities include the following:

[Duties Summary]

2.4 The Employer may, from time to time, reasonably vary or add to the Employee’s duties and responsibilities having regard to the operational needs of the business, provided that such variation does not result in a fundamental change to the nature of the role.

2.5 The Employee shall devote their full time, attention, and abilities to the proper performance of their duties during working hours and shall not, without the prior written consent of the Employer, engage in any other business, trade, or occupation during the term of this Agreement.

3. HOURS OF WORK

3.1 The Employee’s normal hours of work are [Hours Per Week], worked as [Working Pattern], or such other hours as may be agreed between the Parties from time to time.

3.2 The average working week shall not exceed 48 hours (inclusive of overtime), calculated over the applicable reference period, in accordance with section 15 of the Organisation of Working Time Act 1997.

3.3 The Employee is entitled to rest breaks in accordance with the Organisation of Working Time Act 1997:

  • a 15-minute rest break where more than 4.5 hours are worked (section 12(1));
  • a 30-minute rest break where more than 6 hours are worked, which may include the 15-minute break above (section 12(1));
  • a minimum daily rest period of 11 consecutive hours (section 11); and
  • a minimum weekly rest period of 24 consecutive hours per week (section 13).

3.4 The Employee may be required to work additional hours beyond those set out in Clause 3.1 where reasonably necessary for the performance of their role, subject to the maximum working week provisions of the Organisation of Working Time Act 1997.

4. REMUNERATION

4.1 The Employer shall pay the Employee a gross annual salary of [€Salary], payable [Pay Frequency] in arrears by [Pay Method], subject to all statutory deductions.

4.2 The Employee’s remuneration meets or exceeds the national minimum wage as set under the National Minimum Wage Act 2000 (as amended) and the National Minimum Wage (Low Pay Commission) Order in force at the date of this Agreement (currently €14.15 per hour from 1 January 2026).

4.3 The Employer shall deduct from the Employee’s gross remuneration all required statutory deductions, including:

  • Pay As You Earn (PAYE) income tax, as required by the Taxes Consolidation Act 1997 and administered by Revenue Commissioners;
  • Pay Related Social Insurance (PRSI) contributions, as required by the Social Welfare Consolidation Act 2005; and
  • Universal Social Charge (USC), as required by the Finance Act 2011.

4.4 The Employer shall provide the Employee with a payslip on each pay date in accordance with the Payment of Wages Act 1991, setting out gross pay, all deductions made, and the net amount paid.

4.5 The Employee’s salary will be reviewed by the Employer on an annual basis. Any adjustment will be at the Employer’s discretion and must not fall below the applicable national minimum wage.

5. ANNUAL LEAVE AND PUBLIC HOLIDAYS

5.1 The Employee is entitled to [Annual Leave Days] of paid annual leave per leave year, in accordance with Part III of the Organisation of Working Time Act 1997. The statutory minimum is 4 working weeks (20 days for a 5-day week employee).

5.2 Annual leave shall be taken at times agreed between the Employee and the Employer, having regard to the needs of the business. The Employer may designate certain leave periods (such as a Christmas shutdown) as forming part of the Employee’s annual leave entitlement.

5.3 Annual leave must generally be taken within the leave year in which it accrues. Carry-over of unused leave is permitted only in accordance with section 20 of the Organisation of Working Time Act 1997.

5.4 Public Holidays: The Employee is entitled to paid time off on each of the 9 public holidays recognised in Ireland, or an additional day’s pay, a paid day off within the month, or an additional day of annual leave, in accordance with section 21 of the Organisation of Working Time Act 1997. The public holidays are: New Year’s Day (1 January), St Brigid’s Day (first Monday in February), St Patrick’s Day (17 March), Easter Monday, May Bank Holiday (first Monday in May), June Bank Holiday (first Monday in June), August Bank Holiday (first Monday in August), October Bank Holiday (last Monday in October), and Christmas Day (25 December).

6. SICK LEAVE

6.1 Statutory Sick Leave: The Employee is entitled to [Sick Leave Days] of paid sick leave per year in accordance with the Sick Leave Act 2022. Statutory sick pay is payable at 70% of the Employee’s normal weekly earnings, subject to a daily maximum of €110. Statutory sick leave is paid from the first day of illness.

6.2 The Employee must notify the Employer as soon as practicable of any absence due to illness, and no later than the commencement of the working day on which the absence begins, unless this is not possible due to the nature of the illness.

6.3 The Employer may require the Employee to provide a medical certificate from a registered medical practitioner to certify any period of sick leave. For absences of 3 or more consecutive days, a medical certificate is mandatory.

6.4 The Employer’s obligation to pay statutory sick pay does not apply where the Employee has already exhausted their annual sick leave entitlement or where the Employee fails to comply with the notification and certification requirements in this Clause.

8B. OTHER BENEFITS

The following additional benefits are provided: [Other Benefits].

7. TERMINATION AND NOTICE

7.1 Either party may terminate this Agreement by providing written notice as follows:

  • Employer to Employee: [Employer Notice Period], or payment in lieu of notice at the Employer’s election.
  • Employee to Employer: [Employee Notice Period].

7.2 The notice periods in Clause 9.1 are contractual and meet or exceed the statutory minimum notice periods prescribed by the Minimum Notice and Terms of Employment Acts 1973–2005, which range from 1 week (less than 2 years’ service) to 8 weeks (15 or more years’ service).

7.3 The Employer may terminate the Employee’s employment without notice in circumstances of gross misconduct. Examples of gross misconduct include but are not limited to: theft, fraud, assault, serious breach of confidentiality, deliberate damage to company property, or conduct rendering continued employment impossible. Any decision to dismiss without notice shall be subject to a fair disciplinary process.

7.4 Before making any decision to dismiss the Employee, the Employer shall follow a fair and reasonable disciplinary process in accordance with the WRC Code of Practice on Grievance and Disciplinary Procedures (S.I. No. 146 of 2000), including:

  • providing the Employee with written notice of the allegation or performance concern;
  • affording the Employee the right to be accompanied at any disciplinary hearing by a trade union representative or a colleague;
  • allowing the Employee a reasonable opportunity to respond to the allegation;
  • considering the Employee’s response before making a decision; and
  • informing the Employee of the decision and affording a right of appeal.

7.5 Upon termination of employment, the Employee must return all property of the Employer, including access cards, devices, documents, software, and any copies of confidential information.

8. REDUNDANCY

8.1 The Employee’s entitlements in the event of redundancy are governed by the Redundancy Payments Acts 1967–2014. An employee with 2 or more years of continuous service who is made redundant is entitled to a statutory redundancy payment.

8.2 The statutory redundancy payment is calculated as 2 weeks’ gross pay per year of service, plus 1 bonus week, subject to a weekly earnings ceiling as prescribed by the Minister from time to time (currently €600 per week).

8.3 The Employer will comply with all collective consultation obligations under the Protection of Employment Acts 1977–2014 where 5 or more employees are to be made redundant within a 30-day period.

9. CONFIDENTIALITY

9.1 The Employee shall not, during or after the employment, disclose to any third party or use for any purpose other than the performance of their duties any Confidential Information of the Employer, without the Employer’s prior written consent.

9.2 “Confidential Information” means all non-public information relating to the Employer’s business, including but not limited to: [Confidential Info].

9.3 The Employee’s obligation of confidentiality shall survive termination of employment and continue for [Confidentiality Period] following the end of the employment.

9.4 The obligation of confidentiality shall not apply to information that:

  • is or becomes publicly available through no fault of the Employee;
  • was already in the Employee’s possession before the commencement of employment;
  • is required to be disclosed by law, court order, or regulatory requirement; or
  • is disclosed with the prior written consent of the Employer.

9.5 Protected Disclosures: Nothing in this Agreement shall prevent the Employee from making a protected disclosure in accordance with the Protected Disclosures Acts 2014–2022. The Employee will not be penalised, dismissed, or subjected to any detriment for making a protected disclosure in good faith.

10. DATA PROTECTION (GDPR)

10.1 The Employer is a data controller for the purposes of the General Data Protection Regulation (EU) 2016/679 (“GDPR”) and the Data Protection Acts 1988–2018.

10.2 The Employer will collect, process, hold, and use personal data relating to the Employee where necessary for the purposes of managing the employment relationship, administering payroll, complying with statutory obligations (including PAYE, PRSI, USC returns to Revenue Commissioners), and any other legitimate purpose as set out in the Employer’s Employee Privacy Notice.

10.3 The Employee has the following rights under the GDPR: the right of access to their personal data; the right to rectification; the right to erasure in certain circumstances; the right to restrict processing; and the right to object to processing. These rights are subject to any applicable exemptions.

10.4 The Employee acknowledges that they may, in the course of their employment, have access to personal data of the Employer’s clients, customers, or colleagues. The Employee shall process all such personal data only in accordance with the Employer’s data protection policies, the GDPR, and the Data Protection Acts 1988–2018, and shall not process personal data for any purpose beyond what is authorised.

10.5 The Employee shall promptly report any personal data breach or suspected breach to the Employer’s designated Data Protection Officer or equivalent, in order to enable the Employer to meet its 72-hour notification obligation to the Data Protection Commission where required.

11. SAFETY, HEALTH AND WELFARE AT WORK

11.1 The Employer has a duty to ensure, so far as is reasonably practicable, the safety, health, and welfare at work of all employees, in accordance with the Safety, Health and Welfare at Work Act 2005 (“SHW Act”). The Employer will provide a safe place and system of work, adequate training, and appropriate personal protective equipment where required.

11.2 The Employee has the following duties under the SHW Act 2005:

  • take reasonable care for their own safety, health, and welfare and that of any other person who may be affected by their acts or omissions at work (section 13(1)(a));
  • cooperate with the Employer and any other person, to the extent necessary, to enable compliance with the statutory obligations under the SHW Act (section 13(1)(b)); and
  • not engage in improper conduct or behaviour that is likely to endanger their own safety, health, or welfare or that of any other person (section 13(1)(e)).

11.3 The Employee must report to the Employer, as soon as practicable, any defect in plant, equipment, place of work, or system of work, or any accident, injury, or dangerous occurrence, in accordance with the SHW Act 2005.

12. GRIEVANCE AND DISCIPLINARY PROCEDURES

12.1 Grievance Procedure: If the Employee has a complaint or grievance relating to their employment, they should raise the matter informally with their line manager in the first instance. If the matter is not resolved informally, the Employee may invoke the Employer’s formal grievance procedure.

12.2 Disciplinary Procedure: The Employer’s disciplinary procedure applies to matters of conduct and performance. The procedure is conducted in accordance with the WRC Code of Practice on Grievance and Disciplinary Procedures (S.I. No. 146 of 2000). The Employee has the right to be accompanied by a trade union representative or a colleague at any formal disciplinary hearing.

12.3 Dispute Resolution: Employment disputes that cannot be resolved internally may be referred to the Workplace Relations Commission (WRC) by either party. The WRC provides mediation, adjudication, and inspection services. Further appeals may be made to the Labour Court. The Employee is not required to exhaust internal procedures before accessing the WRC.

12.4 Unfair Dismissal: The Employee will not be unfairly dismissed within the meaning of the Unfair Dismissals Acts 1977–2015. The Employee may bring a claim for unfair dismissal to the WRC after completing 12 months of continuous employment with the Employer. The statutory time limit for lodging a complaint is 6 months from the date of dismissal, extendable to 12 months in exceptional circumstances.

13. MATERNITY, PATERNITY AND FAMILY LEAVE

13.1 Maternity Leave: The Employee is entitled to maternity leave of 26 weeks, with a further optional 16 weeks of additional unpaid maternity leave, under the Maternity Protection Acts 1994 and 2004. Maternity benefit (where payable by the DSP) is payable for the first 26 weeks.

13.2 Paternity Leave: The Employee is entitled to 2 weeks’ paternity leave in accordance with the Paternity Leave and Benefit Act 2016. Paternity benefit is payable by the DSP where PRSI contribution conditions are met.

13.3 Parent’s Leave: Each parent is entitled to 9 weeks’ parent’s leave in respect of a child born or adopted on or after 1 November 2019, under the Parent’s Leave and Benefit Act 2019. Parent’s benefit is payable by the DSP where PRSI conditions are met.

13.4 Parental Leave: The Employee is entitled to 26 weeks’ unpaid parental leave per child up to age 12, under the Parental Leave Acts 1998–2019. Parental leave may be taken in blocks or in a phased manner as agreed with the Employer.

14. GENERAL PROVISIONS

14.1 Employment Equality: The Employer is committed to equal treatment and does not discriminate in any aspect of employment on the grounds of gender, civil status, family status, sexual orientation, religion, age, disability, race, or membership of the Traveller community, in accordance with the Employment Equality Acts 1998–2015.

14.2 Policies and Procedures: The Employee shall comply with all reasonable workplace policies, procedures, and codes of conduct implemented by the Employer from time to time. Such policies do not form part of this Agreement unless expressly incorporated herein, but non-compliance may be addressed under the Employer’s disciplinary procedure.

14.3 Entire Agreement: This Agreement constitutes the entire agreement between the Parties with respect to the Employee’s employment and supersedes all prior representations, negotiations, and arrangements relating to the subject matter hereof.

14.4 Variation: Any variation to the terms of this Agreement must be agreed in writing and signed by both Parties. Unilateral variations by the Employer that fundamentally alter the Employee’s terms and conditions may constitute a repudiation of contract.

14.5 Severability: If any provision of this Agreement is found by a court or tribunal to be invalid, illegal, or unenforceable, that provision shall be severed. The remaining provisions shall continue in full force and effect.

14.6 Governing Law: This Agreement shall be governed by and construed in accordance with the laws of Ireland. The Parties submit to the exclusive jurisdiction of the courts of Ireland, including in the first instance the Workplace Relations Commission, and thereafter the Labour Court, the Circuit Court, or the High Court as appropriate.

IN WITNESS WHEREOF, the Parties have executed this Employment Agreement on the date set out below.

SIGNED for and on behalf of the EMPLOYER:

Company: [Employer Name]

CRO No.: [Employer CRO]

Address: [Employer Address], [Employer City], [Employer Eircode]

SIGNED by the EMPLOYEE:

Employee: [Employee Name]

Address: [Employee Address], [Employee City], [Employee Eircode]

Employer

________________

Signature

Employee

________________

Signature

Maintained by Vladislav Sergienko, Founder·Template last modified: ·Report an error

What Is a Employment Agreement (Ireland)?

An Employment Agreement in Ireland sets the job duties, pay, hours, leave, and notice terms that bind employer and employee, and is shaped by the Employment Equality Acts 1998-2015.

The foundational legislation governing the provision of employment terms in Ireland is the Terms of Employment (Information) Acts 1994-2014. These Acts impose a statutory obligation on employers to provide employees with a written statement of their terms of employment. The Employment (Miscellaneous Provisions) Act 2018 amended the 1994 Act to require employers to provide core terms in writing within five days of commencement of employment, addressing concerns about precarious employment practices such as zero-hours contracts and low-hour contracts. The full written statement of all terms must be provided within two months of commencement.

The Organisation of Working Time Act 1997 (OWTA 1997) governs working hours, rest periods, annual leave, and public holiday entitlements. It implements the EU Working Time Directive 2003/88/EC in Irish law and sets the maximum average working week at 48 hours, mandates minimum daily and weekly rest periods, and provides for a minimum of four weeks' paid annual leave per year plus nine public holidays.

The Unfair Dismissals Acts 1977-2015 provide protection against unfair dismissal for employees with the requisite qualifying service. A dismissal is presumed unfair unless the employer can show that it was for a fair reason (capability, conduct, redundancy, statutory prohibition, or other substantial grounds) and that fair procedures were followed. The Minimum Notice and Terms of Employment Acts 1973-2005 prescribe the minimum notice periods that employers must give to employees on termination, ranging from one week (for employees with 13 weeks to two years of service) to eight weeks (for employees with 15 or more years of service).

The National Minimum Wage Act 2000 sets the statutory minimum hourly rate of pay, which is reviewed annually by the Low Pay Commission. The Sick Leave Act 2022, which came into force on 1 January 2023, introduced statutory sick pay for the first time in Ireland, requiring employers to pay employees for a specified number of days of certified sick leave per year — five days as of 2024 (S.I. No. 606 of 2023) — at 70% of normal wages, subject to a daily cap of EUR 110.

The Workplace Relations Act 2015 established the Workplace Relations Commission (WRC) as the single body responsible for the resolution of employment disputes in Ireland. The WRC provides mediation, adjudication, and inspection services, and its decisions may be appealed to the Labour Court. The WRC replaced the previous multiplicity of employment dispute resolution bodies (the Employment Appeals Tribunal, the Equality Tribunal, the Labour Relations Commission, and the Rights Commissioner Service) with a single, efficient structure.

Irish employment agreements must also comply with the GDPR and the Data Protection Act 2018 regarding the processing of employee personal data, the Employment Equality Acts 1998-2015 regarding non-discrimination, and the Safety, Health and Welfare at Work Act 2005 regarding workplace health and safety obligations. The Protected Disclosures Acts 2014 to 2022 provide important whistleblower protections for employees who report wrongdoing, and employment agreements must not contain provisions that would penalise an employee for making a protected disclosure in good faith.

When Do You Need a Employment Agreement (Ireland)?

An Irish Employment Agreement is needed whenever an employer hires an employee to work in Ireland, regardless of whether the employment is full-time, part-time, fixed-term, or casual. Irish law requires employers to provide written terms of employment to all employees, and a thorough employment agreement is the most effective way to comply with this obligation while protecting the interests of both parties.

You need an Irish Employment Agreement when you are: an employer hiring a new employee for a permanent, full-time or part-time position; an employer offering a fixed-term contract under the Protection of Employees (Fixed-Term Work) Act 2003; an employer converting a casual or informal working arrangement into a formal employment relationship; a multinational company establishing operations in Ireland and hiring local employees who will be subject to Irish employment law; an employer engaging a senior executive or director who requires bespoke terms regarding remuneration, bonuses, share options, restrictive covenants, and termination; or an employer updating existing employment terms to comply with recent legislative changes such as the Sick Leave Act 2022, the Employment (Miscellaneous Provisions) Act 2018, or the Gender Pay Gap Information Act 2021.

The Terms of Employment (Information) Acts 1994-2014 require the employer to provide core terms in writing within five days of commencement and full terms within two months. Failure to comply is a contravention of the Acts, and the employee may bring a complaint to the WRC. A thorough employment agreement that is provided on or before the commencement of employment satisfies the statutory notification requirements and provides a clear, enforceable record of the terms agreed between the parties.

For employers, a well-drafted employment agreement is essential for managing legal risk. It enables the employer to define the employee's duties and reporting lines, set out clear performance expectations, include probationary periods (typically three to six months), incorporate restrictive covenants (non-competition and non-solicitation clauses) that protect the employer's business interests after termination, and establish disciplinary and grievance procedures that comply with the requirements of fair procedures under the Unfair Dismissals Acts 1977-2015 and the Code of Practice on Grievance and Disciplinary Procedures (S.I. No. 146/2000).

For employees, the employment agreement provides certainty about their remuneration, benefits, working hours, leave entitlements, and the conditions under which their employment may be terminated. It is the primary document to which an employee will refer in any dispute about the terms of their employment.

Irish employment agreements should also address GDPR-compliant data protection practices, intellectual property assignment (particularly for employees in technology, creative, or research roles), and compliance with the Protected Disclosures Act 2014 regarding whistleblowing protections.

Employers must also comply with the Transparent and Predictable Working Conditions Directive (EU) 2019/1152, transposed in Ireland by the European Union (Transparent and Predictable Working Conditions) Regulations 2022 (S.I. No. 686 of 2022), which extends the categories of information that must be provided in writing and sets limits on probationary periods and parallel employment restrictions. The Health and Safety Authority (HSA) enforces obligations under the Safety, Health and Welfare at Work Act 2005, requiring employers to prepare a Safety Statement and conduct risk assessments for every workplace — obligations that should be acknowledged in the employment agreement.

Under the Employment Equality Acts 1998-2015, enforced by the Workplace Relations Commission (WRC), parties to this agreement retain rights under the Unfair Dismissals Acts 1977-2015 and the Organisation of Working Time Act 1997. Section 8 of the Unfair Dismissals Act 1977 grants the WRC adjudication officers jurisdiction to hear claims. The Data Protection Act 2018, implementing GDPR in Ireland, governs personal data processed under this agreement. Revenue Commissioners require PAYE/PRSI compliance for all employment arrangements.

What to Include in Your Employment Agreement (Ireland)

A thorough Irish Employment Agreement must contain several essential provisions to comply with the Terms of Employment (Information) Acts 1994-2014 and to adequately protect the rights and interests of both the employer and the employee.

The parties and commencement clause must identify the full legal names of the employer and the employee, the employer's registered address, and the date on which the employment commenced or is to commence. For employees who have prior continuous service with a connected employer, the date of commencement of continuous service should be stated, as this affects entitlements under the Unfair Dismissals Acts 1977-2015, the Minimum Notice and Terms of Employment Acts 1973-2005, and the Redundancy Payments Acts 1967-2014.

The job title and duties clause should specify the employee's job title, a summary of the nature of the work, the employee's reporting line, and the principal place of work. The clause should also include a flexibility provision allowing the employer to reasonably vary the employee's duties from time to time, subject to the employee's skills and experience.

The remuneration clause must state the rate or method of calculating the employee's remuneration, the pay reference period (weekly, fortnightly, or monthly), the method of payment (bank transfer), and details of any additional compensation such as bonuses, commission, overtime, or share option schemes. The employee's remuneration must not be less than the national minimum wage under the National Minimum Wage Act 2000 (EUR 13.50 per hour as of 1 January 2025, per S.I. No. 563 of 2024, rising to EUR 14.15 per hour from 1 January 2026).

The working hours clause must specify the employee's normal working hours per day and per week, in compliance with the Organisation of Working Time Act 1997. The maximum average working week is 48 hours. The clause should also address overtime arrangements, on-call requirements, and the employee's entitlement to rest breaks (15 minutes after 4.5 hours, 30 minutes after 6 hours), daily rest (11 consecutive hours), and weekly rest (24 consecutive hours plus the daily rest period).

The annual leave and public holidays clause must state the employee's entitlement to paid annual leave (a minimum of four working weeks per leave year under the OWTA 1997) and the nine public holidays. The clause should specify the leave year, the process for requesting and approving leave, and the rules for carrying forward unused leave.

The sick leave clause must address the employee's entitlement to statutory sick leave under the Sick Leave Act 2022 (five days per year from 1 January 2024 per S.I. No. 606 of 2023, frozen at five days following the April 2025 government decision, at 70% of normal wages subject to a daily cap of EUR 110), and any additional occupational sick pay scheme offered by the employer.

The probationary period clause allows the employer to assess the employee's suitability during an initial period, typically three to six months. The clause should specify the duration of the probation, the notice period during probation, and the employer's right to extend probation where necessary, up to a maximum of 12 months.

The notice and termination clause must state the notice periods required by both the employer and the employee for termination. The Minimum Notice and Terms of Employment Acts 1973-2005 prescribe minimum notice periods based on length of service: one week for 13 weeks to two years, two weeks for two to five years, four weeks for five to ten years, six weeks for ten to fifteen years, and eight weeks for fifteen or more years. The contract may provide for longer notice periods.

The restrictive covenants clause includes non-competition, non-solicitation, and non-dealing restrictions that apply after the termination of employment. Irish courts will enforce restrictive covenants only if they are reasonable and necessary to protect a legitimate business interest (such as trade connections, confidential information, or the stability of the workforce) and are limited in scope, duration, and geographic extent. Overly broad restrictions will be struck down as void and unenforceable.

The data protection clause must inform the employee of how their personal data will be collected, processed, stored, and protected by the employer in compliance with the GDPR and the Data Protection Act 2018, and direct the employee to the employer's full privacy notice.

The dispute resolution clause should specify that employment disputes will be resolved through the employer's internal grievance procedure in the first instance, followed by mediation or adjudication through the Workplace Relations Commission (WRC) and appeal to the Labour Court. The forms-legal.com Employment Agreement (Ireland) template covers the mandatory elements under Employment Equality Acts 1998-2015.

Cite this page

Reference this free template in an article, syllabus, or research note:

APA

Forms Legal. (2026). Employment Agreement (Ireland) (Ireland) [Legal document template]. Forms Legal. https://forms-legal.com/ireland/employment/contracts/employment-agreement-ireland

MLA

"Employment Agreement (Ireland) (Ireland)." Forms Legal, 2026, https://forms-legal.com/ireland/employment/contracts/employment-agreement-ireland.

BibTeX
@misc{formslegal-employment-agreement-ireland,
  author       = {{Forms Legal}},
  title        = {Employment Agreement (Ireland) (Ireland)},
  year         = {2026},
  howpublished = {\url{https://forms-legal.com/ireland/employment/contracts/employment-agreement-ireland}},
  note         = {Free legal document template. Based on Employment Equality Acts 1998-2015}
}

Also available for these jurisdictions:

United StatesUnited StatesCanadaCanadaUnited KingdomUnited KingdomAustraliaAustralia

Frequently Asked Questions

Based on Employment Equality Acts 1998-2015 — Template last modified June 2026Verify the source →

This template is provided for informational purposes only and does not constitute legal advice. Laws vary by jurisdiction and change over time. Consult a qualified attorney for advice specific to your situation.Full disclaimer

Found an error? Let us know

Related Documents

You may also find these documents useful:

Non-Disclosure Agreement — Disclosure (Ireland)

A one-way agreement protecting confidential information disclosed by one party to another in Ireland.

Independent Contractor Agreement (Ireland)

A contract for engaging an independent contractor to provide services on a self-employed basis in Ireland.

Service Agreement (Ireland)

A contract for the provision of professional or commercial services between a provider and a client in Ireland.

Privacy Policy (Ireland)

A GDPR-compliant policy document explaining how personal data is collected, used, and protected by an Irish organisation.

Company Constitution (Ireland)

The governing document of an Irish company setting out its internal rules, share structure, and management procedures.