• How long must I be employed before I can accumulate holiday/vacation?

    Holiday with pay becomes an entitlement by law after the employee has completed working for one year or twelve (12) months of employment. As stipulated by the Holiday with Pay Act, the law all employees are entitled to three weeks vacation with pay for each year up to their fourth year of employment with a particular employer. When an employee completes the fifth year of employment, that employee becomes entitled to four (4) weeks holiday with pay.

  • Can I choose not to have National Insurance (NIS) deducted from wages/salary?

    According to the National Insurance and Social Security Act, Cap.47 Section 12, stipulates all employees over 16 and under pensionable age are required to have contributions deducted from their wages/salaries and paid into the National Insurance Scheme within 15 days following the end of each month.

  • How many uncertified sick days can I have in a year?

    Regardless of popular belief, employees are not entitled by law to receive uncertified sick days. However there is common practice for employees hired on a permanent contract to be allowed usually about six (6) uncertified sick days per year with pay. These may also be agreed on as part of a collective agreement or determined by company policy and referred to, in the employment contract.

  • What is a contract for service?

    A contract for service is an agreement whereby a person is hired as an independent contractor, such as a self-employed person or vendor engaged for a fee to carry out an assignment or a project for the company. Under such engagement/work arrangement, no employer-employee relationship exists and the independent contract is not covered by the Employment Rights Act 2012.

  • What is a contract of employment or contract of service?

    A contract of employment is an agreement between an employer and employee about the terms and conditions of employment for the employee (such as wages and other entitlements). The terms of the contract may be outlined in a written agreement, expressed in an oral agreement and in some cases, implied. The statement of terms must include but are not limited to the following information:

    • The full name of employer and employee
    • The address of the employer
    • The place of work
    • The title of job or nature of work
    • The date the employment started
    • If the contract is temporary, the expected duration of the contract
    • If the contract of employment is for a fixed term, the details

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