Rolling Contract Employment Template for Ireland

A Rolling Contract Employment agreement creates a permanent employment relationship in Ireland without specifying a fixed end date. Unlike fixed-term contracts, these agreements establish ongoing employment that continues until terminated by either party according to proper legal procedures. You'll use this type of contract when hiring permanent employees where the position is expected to continue indefinitely, providing both employer and employee with stability while maintaining necessary flexibility.

When do you need this document?

You need a Rolling Contract Employment agreement when hiring permanent staff for ongoing roles in your Irish business. This includes situations where you're recruiting for core business functions, expanding your workforce with permanent positions, or converting temporary workers to permanent status. The contract is essential for management roles, technical specialists, administrative positions, and any role where you expect the employment relationship to continue long-term. You'll also need this document when replacing departing permanent employees or establishing new permanent positions as your business grows.

Key legal considerations

Your Rolling Contract Employment agreement must include specific mandatory terms required under Irish employment law. The contract should clearly define the employee's job title, duties, and reporting structure, along with salary details, working hours, and location of work. Include comprehensive provisions for annual leave entitlements, sick leave policies, and pension arrangements where applicable. The agreement must specify notice periods that comply with the Minimum Notice and Terms of Employment Acts, typically ranging from one week to eight weeks depending on length of service. Consider including restrictive covenants such as confidentiality clauses, non-compete provisions, and intellectual property assignments, ensuring these are reasonable and enforceable under Irish law. Address disciplinary and grievance procedures, ensuring they meet fair procedure requirements under the Unfair Dismissals Acts.

Legal requirements in Ireland

Under the Terms of Employment (Information) Acts 1994-2014, you must provide employees with written statement of employment terms within five days of starting work. Your contract must comply with the Organisation of Working Time Act 1997 regarding maximum working hours (48 hours per week), rest periods, and annual leave entitlements (minimum 20 days plus public holidays). Ensure salary provisions meet minimum wage requirements and comply with the Payment of Wages Act 1991 for wage payment methods. The contract must not discriminate on any of the nine grounds specified in the Employment Equality Acts 1998-2015, including gender, age, race, religion, disability, sexual orientation, civil status, family status, or membership of the Traveller community. Include proper termination procedures that satisfy the Unfair Dismissals Acts 1977-2015, ensuring any dismissal follows fair procedures and has substantial grounds.