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- Contract of employment with written statement of particulars (Northern Ireland)For an employer in Northern Ireland taking on an employee on a permanent contract: a contract that is also the written statement of employment particulars Article 33 of the Employment Rights (Northern Ireland) Order 1996 requires within two months of the start. It sets out the job, place of work, pay, hours, at least 5.6 weeks' holiday, sick pay, pension enrolment, notice under Article 118 and where the disciplinary and grievance rules are, under the law of Northern Ireland. Signed by both; each keeps a copy.
- Fixed-term contract of employment (Northern Ireland)For an employer in Northern Ireland taking someone on for a set period — maternity cover, a season, a project: a contract with an end date that is also the written statement of particulars Article 33 of the Employment Rights (Northern Ireland) Order 1996 requires. It includes the protection of the Fixed-term Employees Regulations (Northern Ireland) 2002, the four-year rule for successive contracts and early termination by notice, under the law of Northern Ireland. Each party should take advice before signing. Signed by both.
- Agreement changing a contract of employment for hybrid or home working (Northern Ireland)For an employer and an employee in Northern Ireland who agree that the employee will work partly or wholly from home: a signed variation of the contract setting out the pattern of days, the start date, equipment, any contribution to costs, workstation safety, data security, an optional trial period and how the arrangement can be reviewed or ended, under the law of Northern Ireland. Everything else in the contract stays the same. Signed by both; each keeps a copy.
- Employee confidentiality agreement (Northern Ireland)For an employer and an employee in Northern Ireland: an agreement that the employee keeps the employer's confidential information secret during and after the employment, keeps it secure and returns it on leaving. It states plainly what it does not stop — whistleblowing under the Employment Rights (Northern Ireland) Order 1996, reporting a crime, speaking about harassment, discrimination or pay — and contains no non-compete or other restriction after the job ends. Governed by the law of Northern Ireland. Signed by both.
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