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Employment Contract Analysis

From €29 per analysis

Whether you are an employee reviewing a new contract offer or an employer checking compliance, our system analyses every clause against current Irish employment law - including the Terms of Employment Acts, Unfair Dismissals Acts, the Organisation of Working Time Act, and recent changes around auto-enrolment and the Karshan employment status test.

What We Check

Restrictive covenants - non-compete, non-solicitation, and non-dealing clauses. We assess whether the scope, duration, and geography are likely to be enforceable under Irish law

Probationary period - duration, extension provisions, and whether termination during probation complies with the Unfair Dismissals Acts (12-month service requirement, subject to exceptions)

Termination provisions - notice periods, garden leave, payment in lieu of notice (PILON), and whether the grounds for summary dismissal are clearly defined

Compensation and benefits - base salary, bonus structure, commission, pension (including auto-enrolment / My Future Fund obligations since January 2026), health insurance, and equity

Working time - hours, overtime, rest periods, and annual leave compliance with the Organisation of Working Time Act 1997

Intellectual property - assignment of inventions, copyright, and whether the IP clause is overly broad or extends beyond the scope of employment

Remote/flexible working - whether the contract addresses the right to request remote working under the Work Life Balance and Miscellaneous Provisions Act 2023

Data protection - employee data processing clauses and compliance with GDPR and the Data Protection Act 2018

Frequently Asked Questions

Can my employer enforce a non-compete clause?

Irish courts will only enforce a non-compete clause if it is reasonable in scope, duration, and geographical area, and if it is necessary to protect a legitimate business interest (such as trade secrets or client relationships). A clause that is too broad - for example, preventing you from working in your entire industry for two years - is likely unenforceable. Our analysis assesses the enforceability of each restrictive covenant in your contract.

What is auto-enrolment and should it be in my contract?

Since January 2026, most employees who are not already in a workplace pension are automatically enrolled in My Future Fund. Initial contributions are 1.5% from the employee and 1.5% from the employer, rising over time. Your contract should reference pension arrangements. Our analysis flags whether the pension clause is up to date with auto-enrolment obligations.

What if my contract does not mention remote working?

Under the Work Life Balance and Miscellaneous Provisions Act 2023 (commenced March 2024), you have a statutory right to request remote or flexible working. Your employer must follow the WRC Code of Practice in handling your request. Our analysis notes whether the contract addresses this right and recommends including a clause if it does not.

Is this analysis useful for employers as well as employees?

Yes. Employers use our analysis to audit existing contracts for WRC compliance, check that restrictive covenants are enforceable, ensure pension clauses reflect auto-enrolment requirements, and identify clauses that could expose them to employment claims.