The European Union (Transparent and Predictable Working Conditions) Regulations 2022 became law on 16 December 2022 without much attention, notwithstanding that it includes some significant obligations on employers which require their immediate attention.

The Regulations transpose EU Directive 2019/1152 on Transparent and Predictable Working Conditions in the European Union. In spite of the fact that many of the Directive’s provisions were already part of the Irish employment law framework, they have a number of important implications for employers/employees around terms and conditions of employment. Employers should review their contractual provisions to ensure that they are compliant. We have set out the key provisions/changes that employers in Ireland should be aware of.

Statement of Terms and Conditions/ Information requirements

While it was originally anticipated that there might be four different information deadlines for an employer to advise employees of various matters regarding their terms and conditions of employment, the Regulations helpfully provide for two information deadlines only – five days and one month.

The “Day 5” statement introduced by the Employment (Miscellaneous Provisions) Act 2018 previously required employers to set out;

1. The full names of the employer and employee
2. The address of the employer
3. The expected duration of the contract (if the contract is temporary or fixed-term)
4. The rate or method of calculating pay, and the ‘pay...

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