In such cases the employee has the right to submit a complaint to the national authority to request the said employer to provide such information to the employee in question. The national authority has also the faculty to launch an investigation to determine the nature of the breach by the employer. In cases where such breach is determined the employer will be liable to a fine.

The employer is to maintain an updated record for each worker and such records should include:
1. A copy of any written contract of employment or statement or letter of engagement.
2. The basic information of the employee, such as, name, address, legally identification number etc,.
3. The occupation of the worker
4. The starting date of the employment relation ship
5. The nature of the contract, that is, whether the contract was on full-time, part-time, definite, indefinite etc,.
6. A record of the time rates payments both for the ordinary time rates and overtime rates.
7. The periods of daily and weekly rest accorded to the worker, as well as leave arrangements.
8. Total wages paid to the worker.
9. Any changes and updates to the conditions of employment.

The employer has the obligation and duty to furnish any information in connection with the conditions of employment of the worker where and when required by the national authorities.

No unless there is a change in the laws, regulations or changes in the collective agreements which regulate the workplace, or the application of Article 42 of the EIRA.

No, zero-hour contracts are prohibited. However, there are some exceptional circumstances where such contracts are permissible by law. These are:
1. In cases where the nature of the activity of work to be performed requires the availability of replacement workers on short notice. Nevertheless, also in such conditionality, the zero-hour contract is not the whole-time employment of the said worker.
2. In cases where the worker is a full-time student.

If and where such cases arise and the conditions for such permissibility of the law for zero-hour contract are met, the responsibility and proof as such rest with the employer.

The Probationary period cannot be longer than 6 months. In the case of a contract of a fixed-term duration the probationary period must be proportionate to the duration of the contract.

The duration of a fixed term contract cannot be shorter than six months. However, in cases where the fixed term contract is shorter than six months the employer shall clearly list, the objective reasons for such a shorter duration in the same contract of employment.

A probationary period can be of 12 months if such period is for a contract of employment of a worker in a technical, administrative, executive, or managerial position.