A contract of employment is formed by offer, acceptance and consideration, and the ordinary principles of contract law apply. That aside, employment is heavily regulated and often standard-form terms apply. Terms may be set by statute, regulation, EU law and collective agreements, leaving employees with little real scope to negotiate. The inherent imbalance of bargaining power does not stop it being a contract, but it does shape how courts read and imply terms. An employment contract may be written or oral, however, employers must furnish a written statement of terms after one months’ service under s 3 of the Terms of Employment (Information) Act 1994 (Ireland) (TE(I)A 1994 (IRL)) (as amended by SI No 686/2022 European Union (Transparent and Predictable Working Conditions) Regulations 2022 (Ireland) (EU(TPWC) Regulations 2022 (IRL)), reg 5). That statement records conditions but is not the whole contract. See further Practice Note: Ireland—Written statements of employment terms. Contractual terms can come from multiple sources, for example, the written agreement, the statutory statement,