What the Law Says
Common Signs You May Be Working Without Proper Written Terms
You started work and were never given a written contract or any document setting out your terms.
Money was deducted from your wages without any written agreement authorising those deductions.
Your hours, wages, or duties were changed by your employer without discussion or written notification.
You are unsure whether you are an employee, casual worker, or self-employed — nothing confirmed in writing.
What You May Be Entitled To
A written document setting out your role, pay rate, hours, leave entitlement, and key terms of employment.
Regardless of what was verbally agreed, you are entitled to at least the statutory minimum wage of €979 per month on hire.
After 26 weeks of continuous employment, you are protected from unfair dismissal — with or without a written contract.
Evidence to Gather
- WhatsApp or text messages — especially messages confirming your start date, hours, wages, or role.
- Emails — any written communication from your employer about your job or pay, even informal ones.
- Bank statements — showing the pattern of payments, establishing your pay rate and frequency.
- Rota or shift records — confirming when you worked and the pattern of your employment.
What You Can Do Next
Send a formal written request to your employer. WorkerShield generates this for €10 as part of a full assessment.
Bank statements, messages, and rotas can establish your terms even without a written contract.
If your employer refuses to provide written terms, the Department can investigate and take enforcement action.
Frequently Asked Questions
Yes. Under the Transparent & Predictable Working Conditions Law 25(I)/2023, employers must provide written terms of employment within the first month of starting work.
Yes. The absence of a written contract does not remove your rights. You are still entitled to the minimum wage, paid leave, payslips, and protection from unfair dismissal.
No. Significant changes to employment terms — wages, hours, or role — must be agreed with you. Unilateral changes may constitute a breach of contract.
No. Your right to claim unfair dismissal applies regardless of whether you have a written contract, as long as you have completed 26 weeks of continuous employment.