Fishermen must have a written employment contract when intending to work on board a fishing vessel.
The employment contract must have been concluded no later than when entering service on
board the vessel.
employment contract must contain at least the following:
- The identity of the employer and the employee.
- The place of work given as the vessel's name.
- The position for which the employee has been hired.
- The date when the employee is to take up the duties.
- The date from which wages are to be paid.
- The size of the wages.
- Place of discharge or term of notice. If the employment is temporary, this must be stated.
- Rights as regards holidays, holiday allowances or wages during holidays.
- Ordinary daily or weekly working hours.
- Indication of the collective agreement or other agreement that regulates the
employment. If the collective agreement or other agreement has been concluded by
parties outside the company, the identity of these parties must be
When the employment is terminated, the date when the dismissal/resignation
was given must be given in writing. The reason for the termination of the
employment must also be given.
It is sufficient if the employment contract refers to relevant regulation,
including legislation and collective agreements. The information given in items
6-9 may, thus, be evident from current legislation, such as the act on
seafarers’ conditions of employment, etc. and the regulations on holidays. They may also be evident from a collective agreement, such as the
size of the wages. Consequently, the information need not be written directly in
the employment contract.
The fisherman is entitled to get a copy of the employment
contract signed by the employer.
The fisherman must have a possibility of going through the employment contract and
seeking advice about its contents before signing it. The fisherman is free to choose
from whom to seek advice, but must cover any expenses in this