Ensure Full Legal Compliance
Meet all obligations under the Terms of Employment Acts and Transparent and Predictable Working Conditions Regulations, avoiding WRC penalties.
Get it in writing, properly
Contracts of employment that hold up
Legally sound and clearly written employment contracts are the bedrock of the employer-employee relationship in Ireland. They establish clear expectations, detail terms and conditions, and ensure your business complies with Irish employment law. We specialise in drafting, reviewing, and updating employment contracts tailored for Irish businesses, protecting your interests while ensuring fairness and transparency for your employees.
Set the terms before a dispute does.
Why Properly Drafted Employment Contracts Are Essential
Irish employers must give every new employee a written statement of five core terms (the "Day 5 Statement") within five days of starting, and a full written contract within one month, under the Terms of Employment (Information) Act and the Employment (Miscellaneous Provisions) Act 2018.
A contract that is missing terms, out of date, or copied from a generic template is one of the easiest complaints for an employee to bring to the Workplace Relations Commission.
A well-drafted contract meets your legal obligations and sets the tone for a positive working relationship from day one. See the contract mistakes that most often land Irish employers at the WRC.
Clarify Employment Terms
Clearly outline roles, pay, hours, leave, and expectations to prevent misunderstandings.
Protect Your Business Interests
Include clauses on confidentiality, intellectual property, and (where lawful) restrictive covenants.
Reduce Risk of Disputes
Clearly defined terms minimise the likelihood of WRC claims.
Enhance Employee Relations
Transparent contracts build trust and improve morale in your workplace.
Everything your working relationship needs in writing.
Our Employment Contract Services
We offer a full suite of practical services for your employment contract needs. Every contract is comprehensive, legally compliant, and tailored to your organisation, whether you are issuing a first contract to your first hire or standardising documents across a growing team.
- Drafting New ContractsFor permanent, fixed-term, specified-purpose, and casual roles, reflecting your operations and Irish law.
- Reviewing and Updating Existing ContractsEnsuring your contracts comply with the latest legislative changes (e.g., sick pay, remote work).
- Customising Critical ClausesTailoring clauses on confidentiality, non-competes (within Irish legal limits), IP rights, and termination.
- Onboarding and Issuance SupportGuidance on issuing contracts within legal timeframes and explaining terms to new hires.
- Advice on Contractual DisputesExpert advice on interpreting terms and resolving employment disputes.
Nothing the law requires gets missed.
Key Elements of a Legally Compliant Irish Employment Contract
Our employment contracts include all elements required for full legal compliance under the Terms of Employment (Information) Acts. Each contract is tailored to the specific role and your organisational needs, and pairs neatly with a compliant employee handbook and the disciplinary and grievance procedures it references.
- Full employer and employee names and addresses.
- Job title and brief work description.
- Commencement date (and end date for fixed-term or specified-purpose contracts).
- Place of work details.
- Remuneration details including rate, payment method, and frequency.
- Working hours, overtime, and rest break entitlements under the Working Time Act.
- Paid leave entitlements: annual, public, sick (SSP), and family-related leave.
- Probationary period terms.
- Minimum notice periods for termination.
- Reference to any applicable collective agreements.
- Details of disciplinary and grievance procedures.
A generic download leaves you exposed.
Why a Free Contract Template Is Not Enough
A contract of employment template downloaded from the internet looks like a shortcut, and for many Irish employers it becomes the source of the problem. Generic templates are rarely written for Irish law, fall out of date as legislation changes, and leave out the role-specific clauses that actually protect your business.
A template cannot tell you whether a restrictive covenant is enforceable, whether your probation wording survives the current rules, or whether your fixed-term clause exposes you to a contract of indefinite duration. We take the practical value of a template, drafting clear and consistent contracts, and add the legal precision a download cannot give.
If you already work from a template, we review it against current Irish law and bring it up to standard. Read the six contract mistakes that land Irish employers at the WRC and our guide to probation periods before you rely on a generic document.
- Drafted for Irish employment law rather than adapted from a generic or UK template.
- Role-specific clauses a download leaves out, from confidentiality to intellectual property.
- Probation, notice and fixed-term wording checked against the current rules.
- Restrictive covenants drafted only as far as Irish courts will enforce them.
- Existing templates reviewed and brought up to standard.
Matched to each role and kept current.
Different Contract Types and Regular Reviews
Irish employment law applies different rules to different contract types, and getting the category wrong creates exposure. We draft compliant contracts for permanent, fixed-term, specified-purpose, and genuinely casual roles.
Fixed-term arrangements need particular care: under the Protection of Employees (Fixed-Term Work) Act, successive fixed-term contracts beyond four years can convert into a contract of indefinite duration unless there are objective grounds for renewal.
Drawing a clear line between an employee and an independent contractor is just as important, because misclassifying a worker can trigger back-pay, PRSI and WRC claims. Because the legislation changes regularly, we recommend an annual review of your contract templates so they stay current.
- Compliant contracts for all employment types.
- Clear distinction between fixed-term and permanent arrangements.
- Advice on lawful use of casual contracts.
- Annual reviews of standard contract templates.
- Prompt updates for new employment legislation.
- Ensuring lawful variation of existing contracts when terms change.
Drafted by the people who defend them.
Why Choose PurpleTree for Employment Contracts
Partnering with PurpleTree means your contracts are legally sound, practical, and genuinely tailored to your business. Employers across Ireland trust our senior team because we combine deep knowledge of Irish employment law with a personal, responsive service. We are a Longford-based team advising Irish employers directly, grounding every contract in Irish law and WRC practice rather than adapting a UK template to fit. Many employers have contract drafting and ongoing updates handled as part of an outsourced HR retainer, alongside policies and a staff handbook and day-to-day advice.
- Deep Expertise in Irish Employment LawOur team stays current with all legal changes and WRC interpretations.
- Genuinely Tailored SolutionsContracts designed for your specific industry and business, not generic templates.
- Clear, Plain-Language DocumentsContracts that employers and employees can readily understand.
- Efficient Turnaround TimesReliable service to meet your hiring timelines.
- Longford-Based, Serving All of IrelandDirect access to the consultant who drafted your contracts, from first draft through to dispute guidance.
Quiet years instead of costly claims.
Long-Term Benefits of Professional Employment Contracts
Investing in professionally prepared contracts of employment delivers lasting value, from lower legal risk through to stronger employee relations. A clear contract underpins every later process, including disciplinary and grievance handling and, if it ever comes to it, your defence at the WRC.
- Substantially reduced risk of WRC claims and legal costs.
- Improved clarity and transparency for employers and employees alike.
- Stronger protection of your business interests and intellectual property.
- Greater confidence in compliance with WRC and regulatory bodies.
- Enhanced employee relations and a more positive workplace culture.
- A solid legal foundation for all HR policies and practices.
Protect Your Business
Protect your business with contracts of employment that are fair, robust, and legally sound. Our experts will tailor every employment contract to your specific needs, giving you confidence in every hire. Whether you need new contracts drafted or existing ones reviewed, see our employment contract drafting pricing, then get in touch.
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Common questions from employers
You must give every new employee a written statement of five core terms within five days of starting, often called the Day 5 Statement, and a full written contract within one month of commencement. These deadlines come from the Employment (Miscellaneous Provisions) Act 2018 and the Terms of Employment (Information) Act. Missing either is a common and easily proven complaint at the WRC, so we help you issue compliant contracts on time for every hire.
A template can be a starting point, but a generic or UK-sourced document is one of the most common reasons employers end up at the WRC. Free templates are rarely written for current Irish law, leave out role-specific clauses, and fall out of date as legislation changes. We either draft your contracts from scratch for your roles or review the template you already use and bring it up to standard under Irish law.
At a minimum it must set out the names and addresses of both parties, the job title and description, the start date, the place of work, pay and how it is calculated, working hours and rest breaks, paid leave entitlements, the probationary period, notice periods, and any reference to collective agreements, along with the disciplinary and grievance procedures. We make sure every contract carries the full set of terms required by the Terms of Employment (Information) Acts.
Only where they go no further than is reasonably necessary to protect a legitimate business interest. Irish courts treat restraint-of-trade clauses with caution and will strike out a covenant that is too wide in its duration, geography, or scope. A clause copied from a template is often unenforceable in practice. We draft confidentiality, non-compete and non-solicitation clauses to the limits Irish courts will actually uphold.
Generally not on your own. The terms of a contract of employment cannot be varied unilaterally, so changes to pay, hours, duties or location usually require the employee's agreement, supported by proper consultation and, where appropriate, a clear contractual flexibility clause. Imposing a change without consent can lead to a breach of contract or a constructive dismissal claim. We advise on how to vary terms lawfully and document the agreement.
A permanent contract runs until either party ends it lawfully, while a fixed-term or specified-purpose contract ends on a set date or when a defined task finishes. The main risk sits with fixed-term work: under the Protection of Employees (Fixed-Term Work) Act, renewing fixed-term contracts beyond four years can convert the role into a contract of indefinite duration unless there are objective grounds. We draft each type correctly and flag where successive renewals create exposure.
Yes. Part-time and casual employees still need a compliant written contract, and the wording has to reflect how they actually work. Independent contractors sit outside employment law, so getting the status right matters. Misclassifying someone as a contractor when they work as an employee can trigger back-pay, PRSI and WRC exposure. We draft the right document for each working arrangement and advise on genuine employment status.
Contract drafting and review are scoped to the size of your team and the work involved, and we agree the cost with you in writing in advance. For employers on an outsourced HR retainer, contract drafting, reviews and legislative updates are usually covered within the monthly fee rather than billed separately. See how we price HR support or get in touch for a tailored quote.