Employment Security

This page was last updated on: 2021-03-15

Written Employment Particulars

Employment contracts are regulated under the Employment Act which specifies fixed term, indefinite term and task based employment contracts. Employers are required to provide written statement to the worker which should include following details:

  • the names of the employee and of the employer;
  • the date of commencement of the contract;
  • the rate of remuneration and the method of calculating remuneration;
  • the intervals at which remuneration is paid (wage period);
  • the nature of the work to be performed;
  • normal hours of work;
  • any provision for the termination of the contract;
  • any disciplinary rule applicable to the employee.

The written statement must be handed to the employee within one month of his/her reporting to work.

Source: §25 & 27 of the Employment Act (No. 6 of 2000), last amended in 2010

Fixed Term Contracts

Although the Employment Act stipulates that a contract may be for a specified period of time, no provisions can be identified under the law which mention the objective reasons for which such contracts may be concluded. Employment Act also does not specify the maximum length of a single fixed term contract and the maximum number of renewals that are allowed for a single fixed term contract.

However, in accordance with the Employment Act, fixed-term or task based contracts used to fill in on a lasting basis positions connected with the normal and permanent activity of an undertaking are deemed concluded for an unspecified period of time (indefinite term).

Source: §28(3) of the Employment Act (No. 6 of 2000), last amended in 2010

Probation Period

Probation or trial period is regulated under the Employment Act. In respect of a skilled worker, parties may agree to add a provision on probation in the employment contract provided that its duration does not exceed 12 months.

During probationary period, a contract of employment can be terminated at any time by either party without notice.

Source: §26 of the Employment Act (No. 6 of 2000), last amended in 2010