No binding guideline requirements. If there is a business committee, enterprise agreements will largely replace the policy. Without the Works Council, policies are common, but they are subject to standard contractual clauses, i.e. they cannot be changed unilaterally to the detriment of staff. The job must be created through a written employment contract and a copy of the employment contract must be made available to the employee. In principle, the performance of an employment contract is not mandatory, but it is a common practice to do so. In cases where there is no written employment contract, the employer must provide the worker, within two months of the start of the employment, with a written document with the employer`s signature stating the general and specific conditions of employment. However, the following types of employment contracts must be concluded in writing to be valid and binding: employers are required to be able to issue to workers the standard MOHRE letter of offer containing the most important conditions of employment. The employer is required to maintain a gender equality policy, including the wage survey, and a non-discrimination policy when more than 30 workers are employed regularly.

Equality policy should include a “wage survey” detailing the employment of women and men in different occupations and a classification of jobs held by women and men, the remuneration of these jobs and pay gaps. The directive must be updated every two years and made available to workers. In addition, the Law on Cooperation in Enterprises requires the employer to have specific plans, such as. B a training plan, as required by law. The Labour Act clearly states that the employment contract must be written. Before issuing an employment contract, ask the applicant to submit a job verification confirmation letter to verify income and employment history. Under the Labour Act, the Ministry of Labour and Social Development has adopted a single employment contract with mandatory clauses to be included in the employment contract between the employer and the employee. Both parties may include additional conditions and conditions that cannot be contrary to the provisions of the Labour Act. It is also possible to recruit a worker on a part-time contract (which may be indeterminate or fixed-term) if the worker works less than 24 hours per week.

This contract must be registered with the Ministry of Labour. This is not a prerequisite for a written formal employment contract, although employers generally enter into written employment contracts. Some state-specific S-E laws require employers to cover certain conditions of employment, such as wages, denominations and working hours. Recent changes otherwise may allow employers to include trial periods in their employment contracts.