Contract of Employment and Staff Handbook Software

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What is it?

Bright Contracts is a software package that has everything you need to create and manage a professional staff handbook and contracts of employment. Getting these in place has traditionally been an expensive, complicated and time-consuming process. Bright Contracts makes it quick and easy.

Why should I use it?

Without employee contracts in place, an employer is risking large settlements in the case of staff disputes, and fines in the case of regulatory inspections. Having contracts also clearly defines the contractual relationship between you and your employees. Bright Contracts is the easiest way to get sorted.

How much does it cost?

Single employer, unlimited employees €249
Multiple employers, unlimited employees €349
Phone/email support Free

Price is per user and subject to VAT. Price covers 12 months full use from date of activation.

BOOK AN ONLINE DEMO

Let us show you around the software’s functionality and how to create and customise your personal contracts of employment and company handbook.
To book an online demo click here

 

Watch our video

Under the Employment Act 2019, it is now a criminal offence for employers not to have contracts of employment in place for their staff. Watch our 2 minute video to find out how Bright Contracts can help.

ATTEND FREE WEBINARS

Our regular employment law webinars will keep you up to date with the topical HR issues that our employers face day to day.
To view our upcoming webinars click here
To view our webinars on demand click here

 

Feature Packed Software

Bright Contracts is teeming with useful functionality, from the obvious to the obscure. Yet it delivers it all in a neat, easy to use package. You'll wonder how you ever managed without it.

Unlimited Employees

Bright Contracts does not set a limit on the number of employees you can add. And there are no confusing price brackets that depend on the number of employees you have.

Create Your Staff Handbook

Use the suggested content or customise it to your needs. Add pre-defined sections or add your own proprietary sections. Re-arrange as required.

Create Employment Contracts

Create a contract for each employee and record when they are signed. Archive old contracts. Base one contract on another for rapid creation.

Styles, Fonts, Colours

With full control over cover pages, logos, headers, footers, fonts, colours, and more, you can ensure your documents match your corporate identity, or just simply make them look how you want.

Document Previewing

Before you print a handbook or contract, you can see an accurate on-screen preview of how it will look on page. Scroll, zoom and pan controls make it simple and flexible.

Keeping Track

An employee is flagged red if he or she does not have a handbook or contract. An employee is flagged amber if he or she has an out of date handbook or soon to expire contract.

At a Glance

The summary screen gives you an overview of handbooks in use, recent handbook updates, who does and doesn't have a handbook, and who does and doesn't have a current signed contract.

Guidance and Tips

Not everyone is an employment law expert. If you're not sure what to enter for a certain field, or you're not 100% sure what something means, click the handy tip icon for an inline explanation.

Always Up To Date

Employment law legislation changes over time. When it does, and the Bright Contracts handbook or contract template changes, you'll be made aware of the adjustment, which you can accept with a single click.

Bureau Version

Expand the services you offer or add a new revenue stream to your business wih the Bureau version of Bright Contracts, which allows you to create handbooks and contracts for unlimited employers and employees.

Industry Customisation

Bright Contracts partners with professional bodies and groups to create bespoke contracts and handbooks. Industry customisation is an excellent value added member offering for any professional group. 

Latest from the Blog.

13
Jan 23

Posted by
Jennifer Patton

Signing of the Transparent and Predictable Work Conditions Regulations 2022

On 16 December 2022, the government signed into law the European Union (Transparent and Predictable Working Conditions) Regulations 2022 to fulfill Ireland's obligations under EU Directive 2019/1152 on transparent and predictable working conditions.Employers should be aware of the changes resulting from this legislation. In addition to creating new employee rights, the Regulations amend employers' obligations under the Terms of Employment (Information) Act 1994, the Organisation of Working Time Act 1997, and the Protection of Employees (Fixed-Term Work) Act 2003.

With limited exceptions, the Regulations apply to all employees in Ireland, except for those with less than four consecutive weeks' service or working fewer than three hours per week.

Employers must now provide general written terms of employment to their employees one month after they begin employment. The information employers must provide within 5 days of the start of employment and within one month has also been changed.

The written statement of employment must be:

  • signed and dated by the employer,
  • in writing, and
  • It may be transmitted on paper or electronically, provided the employee has access to it, the employee can store and print it, and the employer retains proof of its transmission or receipt.

If an employee's terms are changed, the employer must notify the employee in writing as soon as the change takes effect.

Probationary Periods

There have been significant changes to probationary periods. It is no longer possible to extend probationary periods beyond 6 months except in exceptional circumstances, and even then not beyond 12 months unless this would be beneficial to the employee. The duration of employee absence can be taken into consideration when extending a probationary period. In the event that an employee (other than a public servant) is subject to a probationary period exceeding 6 months and has completed at least 6 months service, the probationary period will end on the earlier of:

  • the date on which the probationary period was due to expire, or
  • 1 February 2023

As a final point, the Regulations also amend the Protection of Employees (Fixed-Term Work) Act 2003 to require that probationary periods in fixed-term contracts be proportionate to their duration and nature. There must be no probationary period for contracts that are renewed or extended (for the same work).

Mandatory Training

If an employer is required by law or by a collective agreement to train an employee, this training must include the following:

 

  • be provided to the employee free of cost,
  • count as working time, and
  • where possible, take place during working hours.

Parallel Employment & "Incompatibility Restrictions"

The Regulations provide that an employer must not:

  • prohibit an employee from taking up employment with another employer, outside the work schedule established with the first employer, or
  • subject an employee to adverse treatment for taking up employment with another employer.

An employer may prohibit an employee from taking a job with another employer if the restriction is proportionate and objective. Where an employer imposes an "incompatibility restriction":

  • details of the incompatibility restriction (including details of the objective grounds on which the incompatibility restriction is based) must be included in the contract, or
  • the employer must provide a statement in writing setting out the incompatibility restriction (including details of the objective grounds on which the incompatibility restriction is based).

According to the Regulations, objective grounds include health and safety, business confidentiality, and avoiding conflicts of interest.

 Collective Agreements/REAs

If the employment in question is covered by a collective agreement approved by the Labour Court or a Registered Employment Agreement, then the Regulations are disapplied in respect of probationary periods, the right to seek additional (parallel) employment, and the right to request transfer to a job with more predictable and secure working conditions and training.

Through more transparent and predictable employment, the Directive aims to improve working conditions. Among other things, it expands the information that must be provided to employees upon beginning employment and introduces new provisions such as the right to request transition to another form of employment with more predictable and secure working conditions (Article 12) and the right to mandatory training. 

Employment outside the State and Changes for Posted workers

Also included in the Regulations is a new obligation to provide information to posted workers. Employees who are posted workers (under the European Union (Posting of Workers) Regulations 2016) must be given the following additional information:

  • Employee's remuneration according to the host country's legal requirements,
  • Travel, board, and lodging allowances and reimbursement arrangements specific to postings
  • The URL of the single official national website (IMI Regulation, Regulation (EU) No 1024/2012) that is developed by the host Member State.

Additionally, the Regulations require employees working outside the State for a period of not less than one month to receive more information. It is now required of the employer to also tell the employee which country or countries the employee will be working in outside the State.

Right to request transfer to more predictable and secure working conditions

Once in a 12 month period, an employee who has been employed continuously by an employer for at least 6 months and has completed their probationary period (if any) may request a form of employment with more predictable and secure working conditions. Within one month of receiving such a request, an employer must provide a reasoned written response. When the same worker submits a similar request again, and the situation remains the same, employers may provide an oral reply.

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