The Employment Information Directive 1991
91/533/EEC
of 14 October 1991, also known as the "Written Statement Directive",European Commission
Written Statement Directive survey: Have your say on EU law regarding information on work conditions
accessed 27 April 2019 or the "Employment Information Directive" was an EU Directive which regulates European labour law for the purpose of making workers' contracts transparent. It has been superseded by the

Employment Information Directive 2019 Employment is a relationship between two parties regulating the provision of paid labour services. Usually based on a contract, one party, the employer, which might be a corporation, a not-for-profit organization, a co-operative, or any o ...

. The Directive requires EU governments to introduce legislation which gives employees within their jurisdiction the right to be notified in writing of the essential aspects of their employment relationship when it starts or shortly afterwards. Some Member States (but not all) require the conclusion of a detailed written employment contract. According to the European Commission, "the aim of Directive 91/533/EEC is to provide employees with improved protection, to avoid uncertainty and insecurity about the terms of the employment relationship and to create greater transparency on the labour market. To this end, the Directive states that every employee must be provided with a document containing information on the essential elements of

heir Inheritance is the practice of receiving private property, titles, debts, entitlements, privileges, rights, and obligations upon the death of an individual. The rules of inheritance differ among societies and have changed over time. Officiall ...

contract or employment relationship.European Commission
Working Conditions - Individual Employment Conditions - Written Statement
accessed 27 April 2019 Coverage is variable because it is linked to the definition of an employment contract or employment relationship adopted by the relevant member state, and member states could choose to exclude short term contracts (less than on month), short working weeks (less than eight hours per week) and

casual labour Capitalism is an economic system based on the private ownership of the means of production and their operation for profit. Central characteristics of capitalism include capital accumulation, competitive markets, price system, private pr ...

from the scope of their implementing regulations.

Content

*Art 1(2) member states can disapply the Directive for people (a) working under one month or with a working week under eight hours, or (b) with jobs ‘of a casual and/or specific nature’ if this is justified by objective considerations. *Art 2(1) obligation to notify an employee ‘of the essential aspects of the contract or employment relationship’. (2) this covers at least (a) identity of parties (b) place of work or employer's domicile (c) title, grade, category or nature of work, or a brief description of the work (d) commencement date (e) for temporary contracts, expected duration (f) paid leave (g) periods of notice or method for determining (h) initial pay (i) working time (j) where appropriate, the collective agreement or joint representation institutions. (3) leave, notice, pay and time can be given in the form of laws, regulations or collective agreements. *Art 3(1) the information can be in a written contract, letter of engagement or one or more written documents (2) if none of those given in the prescribed period, employer is obliged to give the art 2(2) information in two months (3) if the work ends in two months the information must be given by the end of the period *Art 4, expatriate employees need to be told the duration of their employment abroad (unless one month or less), currency, other benefits, and conditions for repatriation *Art 5, modification must be made in writing available at least one month after *Art 6, form and proof of contracts are a matter of national law, which is not affected. *Art 7, more favourable provisions can be made *Art 8, employees must have a remedy available in their member state *Art 9, implementation by 30 June 1993

Review of Directive

An evaluation of the directive was undertaken in 2016. An alternative directive on "Transparent and Predictable Working Conditions" has been proposed. This will, if adopted, replace Directive 91/533/EEC, but until its adoption and entry into force, Directive 91/533/EEC remains applicable.

References

{{reflist European Union labour law United Kingdom labour law 1991 in the European Economic Community 1991 in labor relations 1991 in law 91/533/EEC

Content

Review of Directive

See also

References