Employment conditions must be set at the time of hiring/starting employment: an employer cannot unilaterally impose new terms and conditions of employment that fundamentally change the employment relationship during employment, unless he gives the employee a prior announcement or “quid pro quo”: something new in exchange for the obligations of the contract. We have therefore examined one of the fundamental aspects of labour law, the employment contract. This is an important part of the employment relationship and the basis of many rights in the law, as well as the responsibilities of employers and workers. In the law, there is very limited protection for an employer`s confidential information. This is why most employment contracts contain explicit clauses to protect information obtained during employment about the company. There are a number of options available to an employee when they feel that their employer does not include the terms of their contract. An employer should have an appeal procedure that allows a complaint to be lodged and examined internally, but if this does not lead to a solution, recourse to the Labour Court may be possible depending on the particular situation and contractual conditions. . . .