Your European employment contract: what must be in it

Before you move countries for a job, the contract is the only thing standing between the promises you were made and what actually happens. EU law - specifically the Transparent and Predictable Working Conditions Directive - obliges employers in every member state to give you the essential terms of your job in writing, most of them within the first week of work. Here is what must be in there, and what you should read twice.

What the employer must tell you in writing

• Identity of the parties - the legal name of the employer (check it matches the company you verified) and your name.
• Place of work - or a statement that you work at various sites. Important if you were promised Amsterdam and the contract says "locations across the Netherlands".
• Job title and description - what you are actually employed to do.
• Start date and, for fixed-term contracts, the end date or duration.
• Pay - the amount or method of calculating it, how often it is paid, and separately listed components (base, allowances, bonuses). Gross figures are the norm in Europe; know the difference before comparing offers.
• Working hours - the standard schedule, or for unpredictable work, the reference hours and minimum notice for shifts.
• Paid leave - at least four weeks per year is the EU minimum.
• Probation period - capped at six months in most cases under EU rules.
• Notice periods - for both sides.
• Social security and training entitlements - which institutions receive your contributions.

Clauses foreign workers should check twice

Fixed-term versus permanent

Fixed-term contracts are normal for seasonal and first-time hires, but repeated back-to-back fixed terms are restricted in most EU countries. A permanent contract (CDI in France, unbefristet in Germany) matters for renting a flat, getting loans and, later, permanent residence.

Probation and notice

During probation you can usually be dismissed quickly - understand exactly how long it lasts. After probation, notice periods protect you; in Germany and the Nordics they grow with seniority.

Deductions for housing or transport

Agencies sometimes provide accommodation and deduct rent from wages. This can be legitimate, but the deduction must be stated, reasonable and cannot push your pay below the legal minimum. Uncapped or vague deductions are a classic exploitation pattern.

Collective agreements

Many contracts simply reference a collective agreement that sets the real pay scale, overtime rates and allowances. Ask which agreement applies and look it up - it often gives you more than the contract text does.

Language

You are entitled to understand what you sign. Many employers provide an English translation; if not, get one before signing, not after. Only the official-language version is usually legally binding, so make sure the translation matches.

Non-compete and repayment clauses

Watch for clauses that bind you after the job ends. Non-compete clauses restricting where you may work next are legal in many countries but only within limits - often they must be compensated (Germany requires payment of roughly half your salary during the restriction) or they are unenforceable. Training-cost repayment clauses, which oblige you to repay courses or relocation costs if you leave early, are permitted in several countries but must be proportionate and time-limited; a clause demanding thousands of euros for a two-day induction is challengeable. If your employer paid for your relocation or visa, check exactly what you owe and until when - then diary the date the obligation expires.

What a contract can never do

No contract can waive your statutory rights: minimum wage, maximum working time, paid holidays, sick leave rules and safety protections apply regardless of what you signed. A clause like "employee agrees to no paid holiday in year one" is simply void in the EU. And no legitimate contract requires you to pay the employer or a recruiter for the job - that is a scam marker, full stop.

For non-EU citizens the contract also underpins your permit - the authorities check that the terms meet the requirements of routes like the EU Blue Card. This article is general information, not legal advice; for official guidance check the labour authority of the country concerned or eures.europa.eu.

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