Employment Contracts, Probation and Proof of Pay

An employment contract may be oral

Employment does not depend solely on a written contract, although the Labour Law requires a written contract for relationships lasting more than three months. Clearly recording duties, pay, workplace, duration and other core terms protects both sides.

Why actual pay matters

Termination compensation and many employment claims are calculated by reference to pay and service. Where part of the wage is paid in cash or a lower amount is reported for social insurance, bank statements, messages, payslips, workplace records and witnesses may become important.

Probation is limited to three months

Section 11 limits probation to three months; a shorter period should be stated in writing. During probation either party may terminate without notice or compensation, but wages for work done and accrued rights remain payable. Discrimination, bad faith or another unlawful reason requires separate assessment.

Records worth keeping

• The signed contract and amendments
• Payslips and bank receipts
• Hours and leave records
• Messages and emails about duties, pay or dismissal
• Social-insurance contribution statements