This page contains GitLab's Team Member contract templates. The DRI for all GitLab Team Member contracts are the People Operations Specialist team. Any changes to any contracts should be requested to the People Operations Specialist team and will require approval from our Director of Legal, Employment.
The following contracts are for reference only and are viewable by anyone in GitLab.
For team members legally able to work and live in the Netherlands, we should use the GitLab BV contract template. PEO contract templates should be provided by the PEO directly. We should not use GitLab BV or GitLab IT BV contracts for PEO models.
Temporary Employee Contracts:
Indefinite Employee Contracts:
Locations where we do not have an entity or Professional Employer Organisation or for anyone hired under Meltano, GitLab IT BV contractor agreements should _always_ be used. Kindly keep in mind that if you were hired under a GitLab IT BV or GitLab BV Contractor agreement, that we are continuously working towards a Scalable Employment Solution in these locations, and your contract will therefore change in future:
If any changes are needed to any one of the contract templates, please ping the Director of Legal, Employment, Senior Manager, People Operations or one of the People Operations Specialists to make the change(s). The following process needs to be followed by the People Operations Specialist team:
No changes or edits should be made to the contracts without the required approval.
Fair Labor Standards Act: Exempt v. Non-exempt Employees
If a team member changes roles at GitLab and the approval goes through Greenhouse, the process for a Letter of Adjustment is laid out in the Letter of Adjustment section on the CES Contract Processes handbook page. If a team member changes roles at GitLab and the approval goes through BambooHR, the process for a Letter of Adjustment is laid out in the Letter of Adjustment section on the Promotions & Transfers handbook page. For other instances such as a Relocation, the People Experience Associate will create a Letter of Adjustment according to the same parameters as listed in the Letter of Adjustment section on the Promotions & Transfers handbook page.
Upon joining GitLab, some team members (location-dependent, see the below table for detail about each location) will have a probationary period between 3 and 9 months. Common practice is for contracts in each country to have the maximum allowable probationary period. In case of relocation to a different country or change of contract, if a team member has continued service with GitLab (tenure with GitLab has been uninterrupted) and they have already passed the probationary period of their original location or contract, they do not need to go through the probation period of their new location or contract. As per the onboarding process a notification in BambooHR would have been created.
The People Experience Team is responsible for managing the probationary period process internally (communication with the team member, their manager, confirmation of probationary period completion, and updating BambooHR), while the People Operations Specialist Team is responsible for managing relationships with legal counsel externally on a global scale to ensure compliance and iteration. If an exception request is made to end a probation period early, this should be escalated by the team member's manager to a skip-level and the People Business Partner via email. We will then evaluate the risk, performance and overall reason for the request. Further escalation to Legal might be necessary as well as decision making on how to proceed. There should be no expectation of approval.
For People Experience Team
people-exp@ gitlab.comand the manager.
Contracts & Changesfolder of the Documents tab of the direct reports' BambooHR profile.
If the team member is contracted or employed through one of our PEOs or alternatively an entity, the People Experience Associate will also need to reach out to the appropriate point of contact for that PEO to inform them of the team member's probation period completion. That information is listed in the
Entity & Co-Employer HR Contacts folder within the 1Password People Ops Vault.
Current Entities and Co-employers with Probationary Periods:
|Country||Probation Period||Notice during probation||Notice after probation|
|Australia||6 months||1 week||1 month|
|Austria||1 months||No notice||Less than 2 years is 6 weeks notice. 3-5 years is 2 months.6-15 years is 3 months. 16-25 years is 4 months. 25 years and above 5 months.|
|Brazil||3 months||No notice, but there are termination costs. Employers must pay team members half of the the time remaining until the end of the probation period. (Example: Start date 2020-04-01, termination 2020-06-20, 10 days remaining until meeting 90-day probation period. Payment due for 5 days.)||30 days for less than one year's tenure. This is increased by 3 days per additional year of service up to a maximum of 90 days. (Ex. A team member with 3 years + 2 months of service needs 36 days' notice.)|
|China||3 months||3 days||N/A|
|Denmark||3 months||1 month||1 months’ notice until resignation within the first 6 months after commencement of the employment (probation period included), 3 months’ notice until resignation before the end of 3 years’ employment, 4 months’ notice until resignation before the end of 6 years’ employment, 5 months’ notice until resignation before the end of 9 years’ employment, 6 months’ notice until resignation after the end of 9 years’ employment.|
|France||3 months||2 weeks||For indefinite term contract: Executive level must have 3 months notice, all others 1 month. For fixed-term contract: No notice.|
|Germany||6 months||2 weeks||4 weeks|
|Hungary||3 months||No notice||30 Days|
|India||6 months||1 week||30 days|
|Ireland||6 months||1 week||1 month|
|Italy||6 months||No notice||Executives: 6 months (less than 4 years of service), 8 months (between 4-10 years of service). All other team members: 60 working days (<5 years of service), 90 working days (between 5-10 years of service), 120 working days (more than 10 years of service).|
|Japan||6 months||One week||30 days|
|Kenya||6 months||7 days||1 month|
|Latvia||3 months||1 month||1 month|
|Mexico||3 months||No notice||No notice|
|Netherlands||1 months||1 day||1 month before contract end|
|New Zealand||6 months||N/A||N/A|
|Philippines||6 months||30 days||30 days|
|South Africa||6 months||1 week||1 week if the employee has been employed for six months or less. 2 weeks if the employee has been employed for more than six months but less than one year. 4 weeks if an employee has been employed for one year or more.|
|Spain||3 months||No notice||15 days|
|Switzerland||3 months||2 days (or no notice if there are grounds)||7 days if during months 4-6. 30 days after 6 months of employment. There can be no notice if there are grounds for an immediate offboarding.|
|United Kingdom||6 months (For any team member with a contract issued after April 22, 2020. For contracts issued prior to April 22, 2020 a 3-month probation period is applicable.)||1 week||1 month|
Countries without Probation Periods:
|South Korea||1 month|
|USA - Federal||2 weeks|
|USA - Inc||2 weeks|
GitLab strives to help its team members maintain the ability to work on projects that are unrelated to GitLab’s business, including other open-source projects. Our PIAA does not grant GitLab any rights to any creations that you may make that are not related to GitLab's business or the work you do for GitLab. That is, you are free to develop those creations without requesting approval in advance from GitLab.
If your employment contract was created prior to November 2017, we have created an amendment to the PIAA agreement which can be viewed here. It amends the 2A section of the PIAA. Please email the People Experience team who will complete and stage the document for signatures. The Amendment will first be signed by our Senior Director, People Success and then the team member.
Before beginning work on outside projects, second jobs, additional work - paid or unpaid, that could potentially impair your ability to perform your obligations to GitLab or could be deemed a conflict of interest, you must obtain approval in writing from your Manager, and further approval from your E-group leaders as needed, facilitated by the relevant People Partner for your department. This is also required to those at the offer stage who have yet to start their employment with GitLab.
None. If content was entered, CES will notify the People Experience team in the #people-exp_ces private slack channel with the link to the candidate's Greenhouse profile.
Information needed in the email:
peopleops@ gitlab.comfor processing.
peopleops@ gitlab.comfor processing.
Contracts and Changesfolder.
Contracts and Changesfolder.
For any approved outside activity in which the GitLab team member will use their GitLab account, this activity must be stored in a separate, personal project. All other work completed as part of their GitLab employment or contract should be stored in a GitLab namespace with a GitLab copyright.
The below process can be used for the following:
When creating a new contract, if it is to be for 12 months, that timeframe is always to be written as (for example):
When renewing a contract, if it is to be for 12 months, the timeframes are at be seen as (for example):
Stock Optionsline in the Key Terms section, unless additional shares are being given.
nonuspayroll@ gitlab.comto notify.
Note: A team member cannot have more than three temporary contracts with the same employer in a row. If a fourth contract is offered by GitLab then it must be a permanent one.
Important: Best practice for team members in the Netherlands is to issue two consecutive 1-year Temporary Contracts prior to moving to an indefinite contract. After the completion of two consecutive 1-year Temporary Contracts, we move to the indefinite contract. Should a team member request an indefinite employment contract after the initial 1-year Temporary Contract, approval via email should be requested based on performance from the team member's manager as well as the People Business Partner and a Division leader.
CXC contracts are issued on a yearly basis, with contracts expiry after one year. CXC remains the responsible PEO for ensuring the contract renewal is completed for each team member.
Contracts & Changesfolder.
Standard practice is to automatically renew CXC contracts. The offboarding process will apply should a team member be terminated voluntarily or involuntarily.