Employment information: what to provide within 7 and 30 days
A signed contract does not finish onboarding paperwork. The employee also needs information about employment conditions, with two separate deadlines.
A signed contract does not finish onboarding paperwork. The employee also needs information about employment conditions, with two separate deadlines.
What to provide
Within 7 days after admission to work, provide the information on paper or electronically. It covers, among other matters, working-time standards and hours, breaks, rest, overtime, leave and termination rules. The scope is wider than the basic contract fields.
How to organise it
Within 30 days, also provide the name of the social-security institution and information about protection provided by the employer. This point does not apply where the employee chooses the institution. Without workplace rules, the first information also covers pay arrangements, night work, attendance confirmation and justification of absences.
Check before closing
Match the information to the employee's actual conditions, retain the delivery date and check both deadlines. Update changed conditions promptly, no later than the day they apply. This is a practical document check, rather than copying an unsuitable template.
FAQ
Does the contract replace the information?
A basic contract alone does not guarantee complete coverage. Compare its contents with the required information before treating the task as finished.
When do the 7 days start?
On admission to work, rather than automatically on the date of signing. Record that date.
Is electronic information allowed?
Yes. Retain the delivered text and evidence of delivery; this guide does not assess an individual electronic delivery method.
Source
National Labour Inspectorate: employment guidance.
Next step
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