In Gibraltar, the employment framework is diverse, incorporating various agreements to cater to different employment needs. These agreements range from permanent contracts to fixed-term, part-time, and agency worker contracts.

Permanent Contract

Governed by the Employment Act 2003, Section 64, the standard employment contract offers indefinite employment with job security. Employees on permanent contracts are entitled to benefits such as paid vacation, sick leave, and redundancy pay under the Act and other relevant regulations.

Fixed-Term Contract

Established under the Employment Act 2003, Section 65, and further regulated by the Fixed Term and Part-Time Employees (Prevention of Less Favourable Treatment) Regulations 2003, fixed-term contracts have a pre-determined end date. These contracts are prevalent in Gibraltar for seasonal work or specific projects. Renewals are possible under specific conditions outlined in the regulations.

Part-Time Contract

Defined in the Employment Act 2003 and further regulated by the Fixed Term and Part-Time Employees (Prevention of Less Favourable Treatment) Regulations 2003, part-time contracts specify working hours less than the standard full-time schedule. Part-time employees are entitled to benefits and a pro rata salary based on their working hours, ensuring they are not treated less favorably than full-time employees performing similar roles.

Agency Worker Contract

This type of agreement involves working through a licensed employment agency placed with a company for a set period or to fill a specific temporary need. Gibraltar adheres to EU directives on temporary agency work, ensuring fair treatment and social protection for agency workers. The legal framework for agency work is currently evolving.

It's crucial for employers and employees to stay updated on the latest regulations. Reliable sources include the Gibraltar Government's website and the Citizens Advice Bureau Gibraltar.

In Gibraltar, the Employment Act 2003 forms the basis for employment contracts. However, certain clauses are essential for clarity and compliance with regulations.

Identification of Parties

The full legal name and address of the employer should be included. The employee's full name, date of birth, and contact information should also be included.

Job Description and Location

The employee's position, duties, and responsibilities should be clearly defined. The primary work location should also be specified.

Compensation and Benefits

The gross salary, including any bonuses or allowances, should be outlined. Working hours, overtime pay regulations, and rest periods should be detailed. Benefits offered, such as paid time off, health insurance, and statutory benefits like sick leave and maternity leave, should be enumerated.

Termination Clauses

The notice periods required for termination by either party should be specified. Disciplinary and dismissal procedures should be briefly outlined.

Additional Considerations

If applicable, a clause outlining confidential information and restrictions on disclosure should be included. Non-compete clauses can be included, but their enforceability depends on reasonableness regarding scope and duration. It is recommended to consult with a lawyer or the Citizens Advice Bureau Gibraltar for complex situations to ensure compliance with all relevant employment laws and regulations in Gibraltar.

The Gibraltar Employment Act 2003 recognizes the probationary period as an initial phase in an employment relationship. This trial period allows both the employer and the employee to assess suitability before transitioning to a permanent role.

Key Points on Probationary Periods in Gibraltar

• Legality: Probationary periods are legal and commonly used in Gibraltar.
• Maximum Duration: There's no statutory maximum duration for probationary periods in Gibraltar. However, common practice suggests a period of up to 3 months.
• Notice Period During Probation: A shorter notice period can be applied during probation compared to the rest of the employment term. This allows for easier termination during this initial assessment phase.
• No Justification Needed for Termination: During the probationary period, either party can terminate the contract without providing a reason or following a formal dismissal procedure.

Important Considerations

• Fairness and Transparency: While justification isn't mandatory, employers should strive for fairness and transparency in probationary period decisions.
• Contractual Terms: The specific terms of the probationary period, including its duration and notice period, should be clearly outlined in the employment contract.
• Unfair Dismissal Claims: Even during probation, employees might still have grounds for unfair dismissal claims if the termination results from discrimination or another prohibited reason.

Consulting the Department of Employment within the Gibraltar Government or seeking legal advice is recommended for employers establishing or revising probationary period clauses in their employment agreements. This ensures compliance with current employment practices and minimizes the risk of disputes.

In Gibraltar's employment framework, common law principles are used to address confidentiality and non-compete clauses in employment agreements.

Confidentiality Clauses

Gibraltar upholds the common law duty of confidentiality, which imposes a legal obligation on employees to protect their employer's confidential information. Confidentiality clauses can restrict an employee's disclosure of confidential business information, including trade secrets, client lists, or technical data. The information protected should be clearly defined, and the restrictions on disclosure must be reasonable in scope and duration to be enforceable by courts.

Considerations for Drafting Confidentiality Clauses

When drafting confidentiality clauses, it's important to clearly define confidential information to avoid ambiguity and potential disputes. Confidentiality obligations can extend beyond employment termination, but the timeframe should not be excessively long. Employees cannot be restricted from disclosing information that is already publicly known.

Non-Compete Clauses

Unlike confidentiality clauses, non-compete clauses have stricter limitations in Gibraltar. Enforceability hinges on a common law test. The clause must be reasonable in protecting a legitimate business interest and not unduly restrict the employee's ability to earn a living. Courts consider factors like the employee's level of expertise, the nature of the business, and the geographic scope of the restriction when assessing reasonableness.

Challenges of Non-Compete Clauses in Gibraltar

The employer bears the burden of proving the reasonableness of a non-compete clause. Gibraltar's relatively small workforce can make it difficult to enforce overly broad non-compete clauses.

It's advisable to consult with a lawyer when drafting confidentiality and non-compete clauses to ensure they are enforceable and comply with current legal interpretations.