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.


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.


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.

Dec 22

Posted by
Jennifer Patton

New Tips & Gratuities Bill in Effect As of Today!

As of today, December 1st 2022, a new law has come into effect to safeguard employees’ tips. Under this bill workers have a legal right to receive electronic tip payments in accordance with the Payment of Wages (Amendment) (Tips and Gratuities) Act 2022, which also mandates that these payments be made fairly to employees.

Any fee labelled as a “service charge” or that could be reasonably expected to make a customer think it’s for service must be split among employees like a tip or gratuity would be. Factors such as an employee’s seniority or experience, the value of sales they generate, or the number of hours they work can all be taken into account when determining tip allocation. This act will primarily affect tourism, hospitality, hairdressing, taxis, and delivery services.

The act requires employers to post a tips and gratuities notice, and every employer must post information on how tips or gratuities and mandatory charges are shared or distributed to employees. It must be clear to the customers whether and how tips are distributed among employees. If an employer fails to comply with the posting requirements, they will be guilty of an offense and subject to a Class C fine of up to €2,500.

What is a “tip or gratuity”?

A ‘tip or gratuity’ is a voluntary payment made by a customer to, or left for, an employee or group of employees which they intended or assumed that the payment would be kept by the employee or shared with other employees.

What is an “electronic tip”?

An ‘electronic tip’ is a payment other than by cash. Examples include:

  • By debit / credit card
  • By smart card
  • By way of apps designed to facilitate payment of tips and gratuities
  • By means of a ‘push notification’ app
  • There will be no regulation of tips received by cash or other means.

So what do these changes mean for the employer and the employee?

  • Employers should now have their policy clearly displayed to customers on how cash and card tips, gratuities, and service charges are distributed.
  • Employers are prohibited from using tips to supplement statutory or contractual pay entitlements. Employers must ensure that tips and gratuities are distributed in addition to wages.
  • Employees will now be entitled to tips paid electronically via credit or debit card. Employers will be required to show the value of tips received during a timeframe as well as the portion paid to each individual employee during the timeframe. 
  • Employers must no longer keep tips for themselves unless they can show that they do a lot of the same work as the employees who get tips. The employer can only keep what is fair and reasonable in the situation, taking into account how much work was done during the time period.
  • Employers should note that only electronic payments are regulated. This is because the WRC has stated that the regulation of cash tips was not “workable”.
  • An employer must now include the policy regarding the distribution of tips or gratuities and service charges in the employee’s core terms and conditions of employment within 5 days of commencing employment.

The new rules apply to employers in the following service areas:

  1. The sale of beverages (including alcohol) or food for consumption on the premises at which such beverage or food is sold.
  2. The sale of beverages (including alcohol or food by means of casual trading.
  3. The accommodation of overnight guests on a commercial basis in a hotel, guesthouse, hostel, bed and breakfast, self-catering accommodation facility or any similar accommodation facility.
  4. Providing guided tours.
  5. Carrying out non-surgical cosmetic procedures including: cosmetic nail care; nail styling; skin care; hair care; hair styling; tattoo services; and piercing services.
  6. Gaming.
  7. The provision of services as a licensed bookmakers.
  8. Providing transport services by means of a public service vehicle other than services provided under a public transport services contract, services provided under a public bus passenger service licence, services provided exclusively for carrying children to or from a school.

What if an employee is not satisfied with the distribution of tips and gratuities?

While an employer must consult with employees on changes to the current way tips or gratuities are to be distributed, employee consent is not required and it is for the employer to decide on the policy they chose regarding the distribution of tips or gratuities.

If an employee is not satisfied with the distribution policy the employee may take a case to the Workplace Relations Commission (WRC) for adjudication as to whether the distribution is fair in the circumstances.

As for customers, they have the right to know what service charges are used for and who they go to.

From the 1st of December 2022, employers must clearly display their policy on how cash and card tips, gratuities and service charges are distributed. The ‘Tips and Gratuities Notice’ must clearly state:

  • Whether or not tips or gratuities are distributed to and among staff
  • The way they are distributed and the amounts distributed
  • Whether or not service charges (or any portion of them) are distributed and if so, how they are distributed and amounts distributed
Read more from the Blog >