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A contract of employment is not obligatory, but it is good practice to have an agreement prepared and signed stating the main particulars of your employment, in order to make the terms and conditions of employment easier for you and the employer to understand. The document must contain information about the place of work, the registered address of the organisation/company, your job and duties, the date of the commencement and, if agreed, of the termination of your employment, holidays with pay, earnings and allowances and working hours and days. For information contact the Department of Labour Relations of the Ministry of Labour and Social Insurance (Tel. +357 22 451 500/1).

A contract of indeterminate duration can be terminated by either side in accordance with the legislation governing the specific employment and stipulating the period of notice for terminating employment and the reasons for doing so.

Collective agreements between trades unions and employers usually have a duration of two years. The employer must inform the employee of any changes in the terms of employment within one month. If the employer intends to amend the terms of employment, he must discuss and agree their amendment with the employee before doing so. If such an amendment worsens the conditions of employment, the employee can invoke enforced resignation and take the matter to the Labour Disputes Court.

Where the company is to be merged with or taken over by another company, the employer must give the employees advance information about the date of the merger or take-over, the reasons which made the decision necessary, the consequences (legal, economic and social) and the measures that will flow from the merger or take-over. The rights and obligations are transferred to the new employer, and that employer must retain the same terms of employment for at least one year.

Queries, problems or complaints in connection with this matter can be addressed to the Department of Labour Relations (+ 357 22 451 500/1).