In Aruba, the Labor Ordinance (Arbeidsverordening) is the primary legal framework that governs employment relationships. Although written employment contracts are not strictly required, they are highly recommended. The law recognizes several main types of employment agreements.

Employment Agreement for an Indefinite Period of Time

This is the most common type of employment agreement in Aruba. It does not have a predetermined end date, implying an ongoing employment relationship. Termination of such agreements requires adherence to specific legal procedures and justification, ensuring employee protection.

Employment Agreement for a Definite Period of Time

This agreement has a fixed end date or is associated with a specific project or task. It must be in writing and meet certain criteria according to the Labor Ordinance. The criteria include temporary work, replacement work, specific project work, and casual work. If a fixed-term agreement doesn't meet the legal criteria, it will be treated as an indefinite-period agreement for termination purposes.

Other Types of Agreements

Aruba also recognizes other forms of working arrangements that may not fall strictly within traditional employment agreements. These include temporary employment through agencies and assignment or service contracts, which are more akin to independent contractor agreements.

Key Considerations

The Labor Ordinance sets out regulations on employment contracts, including working hours, minimum wage, leave, termination, etc. While verbal agreements are possible, it's highly advisable to have written contracts for clarity and legal protection.

The employment agreement should clearly identify the employer and employee, along with the effective date of the employment relationship. The employee's job title and scope of responsibilities should be explicitly stated. If applicable, the agreement may include a flexibility clause indicating the employer's right to reasonably change or add duties over time.

The agreement should specify the gross wages paid periodically, detail eligibility criteria for bonuses and commissions, and enumerate additional benefits. If benefits are governed by separate company policies, a reference should be made within the agreement.

The regular work hours and primary workplace should be defined. If applicable, remote or flexible arrangements should be mentioned.

The agreement should define what the company considers confidential and emphasize the employee's obligation to safeguard this information. If applicable, the agreement may prohibit the employee from soliciting the company's clients or employees for a specified period after termination.

The company's ownership of all work products created by the employee during employment should be explicitly stated. The agreement should include a clause assigning all intellectual property rights to the employer.

The agreement should define the required advance notice for termination by either party, list circumstances justifying immediate termination, and stipulate if and when severance pay applies.

The agreement should expressly state that it is governed by the laws of Aruba and outline the preferred method for resolving disputes.

Probationary periods in Aruba provide a window for both employers and new employees to evaluate the suitability of the working relationship before committing to a long-term agreement. The Aruban Civil Code is the primary legal source governing these periods in employment contracts. For a probationary period to be valid, it must be explicitly agreed upon and stipulated within the written employment contract. Legally, probationary periods in Aruba cannot exceed two months. Any contract term attempting to extend the probationary period beyond this limit is considered void.

Termination Rights During Probation

During the probationary period, both the employer and the employee retain the right to terminate the employment agreement immediately without providing a reason or adhering to a notice period.

Best Practices for Employers

Employers should define specific goals and expectations for the employee during the probationary period to facilitate a fair and comprehensive evaluation. Implementing a regular feedback system provides the employee with guidance and opportunities for improvement. It is also important for employers to maintain detailed records of the employee's performance, including both strengths and areas where development may be needed. This documentation is crucial if issues arise.

Confidentiality clauses are a common feature in Aruban employment agreements, designed to safeguard an employer's sensitive and proprietary information. The scope of confidential information should be clearly defined, including trade secrets, customer data, financial information, strategic plans, or any other non-public information that gives the employer a competitive edge. Employees should be instructed not to disclose this information to anyone outside the company during their employment term. These obligations should extend beyond the termination of employment, with a reasonable period specified for which the employee remains bound by the confidentiality agreement. The consequences of breaching a confidentiality clause should be outlined, potentially including injunctive relief, financial damages, and termination of employment. The Aruban Civil Code provides the general framework for confidentiality obligations in contractual relationships.

Non-Compete Clauses in Aruban Employment Agreements

Non-compete clauses aim to prevent employees from joining competitors or starting their own competing businesses for a period of time after leaving their current employment. Aruban courts generally uphold non-compete clauses, provided they are reasonable and necessary to protect legitimate business interests. The reasonableness is judged based on the duration, geographic scope, and scope of activities. The non-compete period must be limited in time, the geographic restriction must be well-defined and not overly broad, and the types of activities that the employee is restricted from engaging in should be clearly specified.

Non-compete clauses can significantly limit an employee's professional opportunities. In Aruba, it's often considered fair practice for employers to offer some form of compensation in exchange for the employee agreeing to a non-compete restriction. The continued necessity of the clause should be evaluated, as changes in the employee's role, compensation, or the nature of the industry may affect the enforceability of a non-compete clause. The Aruban Civil Code provides the legal framework for non-compete clauses.

It is always recommended to consult with an experienced Aruban employment lawyer for drafting and reviewing confidentiality and non-compete clauses to ensure they align with current legislation and are tailored to the specific circumstances.