The new legislation implies new and adjusted requirements with regards to the contents of the employment contract. Additional information requirements have been included in section 10-6 of the Working Environment Act, and going forward the employment contract must also include information on (not exhaustive):
- Wage components must be listed individually.
- Paid leave. In addition to annual holiday, this could include paid sick leave, parental leave, various leaves of absence, etc.
- The process to be followed when terminating the employment.
- The arrangements for shift changes and work exceeding agreed working hours, as well as compensation for such work.
- If the employee is employed by a manpower agency, the identity of the hirer-in must be provided and updated with changes to assignments.
- Training provided by the employer.
- The employer's contributions to social security institutions, including information on the contributions and the institutions receiving the benefits, such as insurance and pension providers.
The requirements may not be fulfilled by general references to company policies or personnel handbooks. However, some of the information may be included in the employment contract by reference to applicable law, regulations, or collective bargaining agreements.
A written employment contract must be in place within seven days of commencement for employments with a duration of more than one month. Changes to the employment must be reflected as soon as possible and no later than on the effective date of the changes.
It is also worth noting that if the employment contract lacks provisions on temporary appointment and/or part-time employment, the presumption will be that the employment is on a permanent and/or full-time basis respectively.
The changes will apply to all employment contracts entered into after the date of entry into force. The changes will not apply to employment contracts entered into before this date unless the employee requests that such changes are made to the employment contract. Upon such request, the employer must make the necessary changes within two months.