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Working tool

Employment-contract checklist

Review whether the main employment terms, casino-specific responsibilities, international approvals, housing, deductions, and exit conditions are actually written down.

Answer from the documents, not memory

Use Yes only when the term is clear in the contract or an incorporated policy you have received. “The recruiter explained it” belongs under Partly or unclear.

Employer and role

1. The legal employer, work location, job title, and core duties are named in writing. Critical term
2. The start date, probation length, review process, and extension conditions are clear.
3. Any transfer between tables, shifts, departments, properties, or countries has defined limits.

Pay and deductions

4. Base pay, currency, gross or net basis, pay frequency, and payday are written. Critical term
5. Tips, service charges, bonuses, or commission are separated from guaranteed income and governed by an available policy.
6. Ordinary hours, overtime, night or holiday premiums, and approval rules are clear.
7. Every possible deduction, deposit, repayment, fee, or final-pay recovery has a defined basis and amount or formula. Critical term

Hours and working life

8. The roster pattern, shift flexibility, breaks, rest, meetings, and notice of changes are explained.
9. Leave, sickness, insurance, pension or social contributions, and other benefits are documented.

Approvals and international work

10. Work permits, visas, background checks, medical checks, and gaming approvals identify who applies, pays, and carries the risk of delay or refusal. Critical term
11. The contract does not require work before the necessary legal and gaming approvals are active. Critical term
12. You receive the complete contract and incorporated policies in a language you understand before travel or starting work. Critical term

Housing and transport

13. Employer housing states the address or standard, sharing, rent, utilities, deposits, inspections, damage rules, and exit deadline.
14. Transport availability, operating hours, cost, missed-transport rules, and alternatives for late finishes are clear.

Ending the relationship

15. Notice, immediate termination, final pay, unused leave, tips, housing exit, and return travel are addressed. Critical term
16. Discipline, grievance, harassment reporting, investigation, representation, and appeal procedures are accessible.
17. The governing law, controlling language, dispute forum, and contact route for local advice are identifiable. Critical term
18. Any later change or replacement contract must be provided in writing and cannot be substituted without your informed agreement. Critical term

International contracts need earlier verification

The ILO states that migrant workers should receive clear written contracts in a language they understand sufficiently before departure and should be protected from contract substitution. Use the checklist before paying fees, resigning, travelling, or surrendering housing and income at home.

Read the ILO labour-migration contract guidance.

Local law still controls

Written-statement rules vary. Great Britain’s Acas guidance, for example, lists employer identity, job, work location, start date, pay, and hours among the main written particulars. That is a jurisdiction-specific example, not a global contract rule.

Review the Acas written-terms example.

Do not upload or paste your contract into this tool. It uses only your selected answers and does not save them. Obtain qualified local advice for clauses involving deductions, repayment, immigration, licensing, termination, non-compete restrictions, or dispute jurisdiction.

Read the full casino employment-contract review for clause-by-clause context and operational examples.

Transparent methodology

How to interpret this tool

How it works

Each applicable contract point is marked yes, partial, or no. For the transparency index, yes counts as full confirmation, partial as half confirmation, and no as none. The percentage is an index for your answered items; it is not a legal-quality score. Critical “no” answers override the percentage, and a strong status requires every applicable item to be answered clearly.

What the result means

Use the result to identify which written terms need clarification before signing or travelling.

What it cannot tell you

It cannot determine whether a clause is lawful, fair, enforceable, translated correctly, or suitable under local employment and immigration law.

Worked example

Answering one easy item “yes” will no longer produce a strong result. Unanswered applicable items remain visible as unresolved, and a critical missing term keeps the contract in a blocked state.