The basic information and conditions of the employment relationship such as the basic information of the employer, the place of work, title of the job and job description, starting date of the employment relationship, termination procedures, renumeration and salary package, probationary period, and other work arrangements such as overtime and shift changes needs to be provided by not later than 7 calendar days from the start of the employment.

The other relevant information as prescribed by the regulation such as entitlement to training, information of paid leave in accordance with law, conditions for termination procedure, applicable collective agreements, social security institutions receiving contribution must be provided to the employee by not later than 1 month of the starting date of the employment relationship.

However, in cases where the employee is required to work overseas for a period exceeding four consecutive weeks such information shall be provided by the employer before the employee’s departure. In such cases the employer is required to include additional information such as:
1. The country or countries in which the employee will be working in and the duration of the work overseas.
2. The currency to be sued for the payment of the renumeration.
3. Any cash benefits or in kind related with the work assignment overseas.
4. Information whether repatriation will be provided and the procedure and terms and conditions for the repatriation.

In the case of posted workers, the employer is obliged to provide a posted worker with information as to the relative remuneration to which the worker is entitled in accordance with the applicable law of the host Member State, where applicable, any allowances specific to posting and any arrangements for reimbursing expenditure on travel, board and lodging and the link to the single official national website developed by the host Member State pursuant to Article 5(2) of Directive 2014/67/EU of the European Parliament and of the Council.