Employment Rights Information for Employers

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Employment Rights Information for Employers www.sigmar.ie"

Transcription

1 recruitment Employment Rights Information for Employers

2 Introduction Contents Summary of Employers Obligations...2 Written Terms and Conditions...3 Notice...4 Pay and Wages...5 Working Time Rights...6 Record Keeping...7 Termination of Employment...8 Appendix I: Employment Legislation in Ireland...9 Appendix 2: Organisations that can assist with employment matters...11 When setting up or expanding a business with paid employees, employers should be familiar with a number of basic provisions under Irish employment law. The following is a brief guide for employers starting or expanding a business. Please note that this is not a legal interpretation of the legislation. Further information on employment rights is available on NERA s website, Summary of Employers Obligations As an employer, it is your responsibility to ensure all your employees receive certain basic employment rights. Although some industries require employers to meet different requirements, the main obligations include; A written statement of terms and conditions of employment A written statement of pay or payslip A minimum wage A maximum working week Unpaid breaks during working hours Annual leave from work A minimum amount of notice before termination of employment The maintenance of records in relation to your employees and their entitlements 2

3 Written Terms and Conditions Whilst a full contract of employment does not have to be in writing, The Terms of Employment (Information) Act, 1994 provides that an employer must issue their employees with a written statement of terms and conditions relating to their employment within two months of commencing employment. It must include the following: The full names of the employer and the employee The address of the employer The place of work, or where there is no main place of work, a statement indicating that an employee is required or permitted to work at various places Job title or nature of the work Date of commencement of employment If the contract is temporary, the expected duration of employment If the contract is for a fixed-term, the date on which the contract expires The rate of pay or method of calculating pay Whether pay is weekly, monthly or otherwise Terms or conditions relating to hours of work, including overtime Terms or conditions relating to paid leave (other than paid sick leave) Terms or conditions relating to incapacity for work due to sickness or injury Terms or conditions relating to pensions and pension schemes Periods of Notice or method for determining periods of notice A reference to any collective agreements which affect the terms of employment 3

4 Notice Both employees and employers are obliged to give notice in the case of termination of employment. Employees Employees who have been in continuous employment for at least 13 weeks are obliged to provide their employer with one week s notice of termination of employment. If a greater amount of notice is specified in the employee s contract of employment, then this notice must be given. Employers Employers must give employees notice dependent on length of the employee s service. Length of Service Thirteen weeks to two years Two to five years Five to ten years Ten to fifteen years More than fifteen years Minimum notice One Week Two Weeks Four Weeks Six Weeks Eight Weeks If the employer does not require the employee to work out any part of their notice, the employer is obliged to pay the employee for that period. 34

5 Pay and Wages National Minimum Wage Most experienced adult workers in Ireland are entitled to be paid 8.65 per hour. Pay Slips All employees are entitled to receive a pay slip with every payment of wages. This pay slip should show gross wage (wage before deductions) and the nature and amount of each deduction. Deductions An employer is allowed to make the following deductions from an employee s wage: Any deduction required or authorised by law (e.g. PAYE or PRSI, USI) Any deduction authorised by the term of an employee's contract (e.g. pension contributions, or particular till shortages) Any deduction agreed to in writing in advance by the employee (e.g. health insurance subscription, sports and social club membership subscription) 53

6 Working Time Rights Employers must ensure that employees are given adequate rest. The Organisation of Working Time Act, 1997 sets down the rules governing maximum working hours, daily and weekly rest breaks, annual leave and public holiday entitlements. Maximum Working Week The maximum an employee should work in an average working week is 48 hours. This working week average should be calculated over a four-month period. Breaks Employees are entitled to; A daily rest period of 11 consecutive hours per 24 hours A weekly rest period of 24 consecutive hours per seven days, following a daily rest period A 15-minute break if working 4.5 hours A 30-minute break if working six hours Payment for breaks is not a statutory entitlement. Some industries are covered by Registered Employment Agreements (REA's) and Employment Regulation Orders (ERO's), which may contain regulations regarding breaks. Sundays If not already included in the rate of pay, employees are generally entitled to a premium payment for Sunday working or paid time off in lieu. Some industries have REA s containing regulations on Sunday working. Where there is no collective agreement in place, the employer should look at the closest applicable collective agreement, which applies to same or similar work under similar circumstances, which provides for a Sunday premium. Protective Leave Employers are obliged to allow employees (who meet relevant qualifying criteria, if any) to avail of certain statutory protective leaves, such as maternity leave, health and safety leave, parental leave, adoptive leave, and carer s leave. There is specific legislation setting down the rules for each entitlement. Sigmar Tel: Recruitment +353 Tel:

7 Record Keeping Many pieces of legislation establish clear statutory timeframes during which employers must maintain certain records relating to employees and former employees. The following list sets out the standard records to which a NERA Inspector will require access during the course of an inspection: 1. Employer registration number with the Revenue Commissioners 2. Full Name, Address and PPS Number for each employee (full-time and part-time) 3. Terms of Employment for each employee 4. Payroll details (Gross to Net, Rate per hour, Overtime, Deductions, Shift and other Premiums and Allowances, Commissions and Bonuses, Service Charges, etc.) 5. Copies of Payslips 6. Employees job classification 7. Dates of commencement and where relevant, termination of employment 8. Hours of work for each employee (including starting and finishing times, meal breaks and rest periods) 9. Register of employees under 18 years of age 10. Whether board and/or lodgings are provided and relevant details 11. Holiday and Public Holiday entitlements received by each employee 12. Any documentation necessary to demonstrate compliance with employment rights legislation Additional records may be required to be held depending on the sector/business involved and the legislation under which the inspection is being conducted. Sigmar Sigmar Recruitment Tel: +353 Recruitment Tel: Tel: Web: 7

8 Termination of Employment Employment contracts can be terminated in a variety of ways, such as dismissal, redundancy, or insolvency. Employers should be familiar with the rules relating to termination of employment in any of these contexts. To justify a dismissal, an employer must show that it either resulted from one or more of the following causes: The capability, competence or qualifications of the employee for the work s/he was employed to do The employee s conduct Redundancy The fact that continuation of the employment would contravene another statutory requirement Or that there were other substantial grounds for the dismissal A redundancy situation arises, in general, where a job no longer exists and the person is not replaced. Sigmar Tel: Recruitment +353 Tel:

9 Appendix I: Employment Legislation in Ireland Protection of Employment (Exceptional Collective Redundancies and Related Matters) Act 2007: This legislation establishes a redundancy panel to consider certain proposed collective redundancies. The Act also removes the upper age limit for entitlement to redundancy payments. Employment Permits Act 2006: This Act updates the Employment Permits Act 2003, introducing the Green Card permit and revising the legislation on work permits and spousal permits. Employees (Provision of Information and Consultation) Act 2006: This legislation sets establishes minimum requirements for employees' right to information and consultation about the development of their employment's structure and activities. From 23 March 2008 it applies to employers with at least 50 employees. Parental Leave (Amendment) Act 2006 amends the Parental Leave Act 1998 which provides for a period of unpaid parental leave for parents to care for their children and for a limited right to paid leave in circumstances of serious family illness (force majeure). Safety, Health and Welfare at Work Act 2005: This legislation replaced the provisions of the Safety, Health and Welfare Act, 1989 when it came into operation on 1st September It consolidates and updates the existing health and safety law. Changes include the provision for higher fines for breaches of safety legislation. Adoptive Leave Act 2005: It amends the Adoptive Leave Act, 1995 which provides for adoptive leave from employment principally by the adoptive mother and for her right to return to work following such leave. Maternity Protection (Amendment) Act 2004: It includes new provisions relating to ante-natal classes, additional maternity leave and breastfeeding, making significant improvements to the Maternity Protection Act 1994 which covers matters such as maternity leave, the right to return to work after such leave and health/safety during and immediately after the pregnancy. Equality Act 2004: This legislation makes significant amendments to the Employment Equality Act 1998 which prohibits discrimination in a range of employment-related areas. The prohibited grounds of discrimination are gender, marital status, family status, age, race, religious belief, disability, sexual orientation and membership of the Traveller community. The Act also prohibits sexual and other harassment. The Equality Act also amends the Equal Status Act 2000 to extend the definition of sexual harassment and shift the burden of proof from the complainant to the respondent. European Communities (Protection of Employees on Transfer of Undertakings) Regulations 2003: This legislation applies to any transfer of an undertaking, business or part of a business from one employer to another employer as a result of a legal transfer (including the assignment or forfeiture of a lease) or merger. Employee s rights and entitlements are protected during this transfer. Protection of Employees (Fixed Term Work) Act 2003: This legislation protects fixed-term employees by ensuring that they cannot be treated less favourably than comparable permanent workers and that employers cannot continually renew fixed term contracts. Under the Act employees can only work on one or more fixed term contracts for a continuous period of four years. After this the employee is considered to have a contract of indefinite duration (e.g. a permanent contract). Organisation of Working Time (Records) (Prescribed Form and Exemptions) Regulations 2001: The main purpose of this EU Regulation is the requirement by employers to keep a record of the number of hours worked by employees on a daily and weekly basis, to keep records of leave granted to employees in each week as annual leave or as public holidays and details of the payments in respect of this leave. Employers must also keep weekly records of starting and finishing times of employees. Protection of Employees (Part-Time Work) Act this replaces the Worker Protection (Regular Part-Time Employees) Act, It provides for the removal of discrimination against part-time work- 9

10 Organisation of Working Time (Records) (Prescribed Form and Exemptions) Regulations 2001: The main purpose of this EU Regulation is the requirement by employers to keep a record of the number of hours worked by employees on a daily and weekly basis, to keep records of leave granted to employees in each week as annual leave or as public holidays and details of the payments in respect of this leave. Employers must also keep weekly records of starting and finishing times of employees. Protection of Employees (Part-Time Work) Act this replaces the Worker Protection (Regular Part-Time Employees) Act, It provides for the removal of discrimination against part-time workers where such exists. It aims to improve the quality of part-time work, to facilitate the development of part-time work on a voluntary basis and to contribute to the flexible organisation of working time in a manner that takes account of the needs of employers and workers. It guarantees that part-time workers may not be treated less favourably than full-time workers. Carer's Leave Act this provides for an entitlement for employees to avail of temporary unpaid carer's leave to enable them to care personally for persons who require full-time care and attention. National Minimum Wage Act introduces an enforceable national minimum wage. Organisation of Working Time Act regulates a variety of employment conditions including maximum working hours, night work, annual and public holiday leave. Protection of Young Persons (Employment) Act replaced previous legislation dating from 1977 and regulates the employment and working conditions of children and young persons. Terms of Employment (Information) Act updated previous legislation relating to the provision by employers to employees of information on such matters as job description, rate of pay and hours of work. Unfair Dismissals Act updates unfair dismissals law and amends previous legislation dating from

11 Driving In Ireland Appendix 2: Organisations that can assist with employment matters. National Employment Rights Authority - NERA NERA is an Office of the Department of Jobs, Enterprise and Innovation. NERA aims to secure compliance with employment rights legislation and to foster a culture of compliance in Ireland through five main functions: Information, Inspection, Enforcement, Prosecution and Protection of Young Persons. Web: Information Service Lo-Call For callers outside Ireland Citizens Information Centres Citizens Information Centres around the country provide information, advice and advocacy on all rights and entitlements. The service is free, confidential and independent. Some centres also offer specialist services such as legal or financial advice. Web: Telephone: or (01) Companies Registration Office The CRO holds company information, incorporates and registers business names, enforces the Companies Acts in relation to filing obligations and makes certain information available to the public. Web: Telephone: (01) Employment Appeals Tribunal The Employment Appeals Tribunal is an independent body established to provide a speedy, inexpensive and relatively informal means for adjudication of disputes on employment rights. Web: Telephone: (01) The Department of Enterprise, Trade and Employment The Department of Enterprise, Trade and Employment s mission is to work for Government and the people to equitably grow Ireland's competitiveness and quality employment. Web: Telephone: (01) Equality Authority The Equality Authority is an independent body set up under the Employment Equality Act to promote equality and address discrimination in organisations and society. Web: Telephone: (01) Health and Safety Authority The Health and Safety Authority is the state sponsored body in Ireland with responsibility for securing safety, health and welfare at work. Telephone: (01) Labour Court The Labour Court provides a free, comprehensive service for the resolution of disputes about industrial relations, equality, organisation of working time, national minimum wage, part-time work and fixed-term work matters. Telephone: (01)

12 recruitment, established 2002, is a leading Irish recruitment services company with specialist expertise across the entire recruitment process and managed service spectrum. We employ over 100 staff, in seven offices, throughout Dublin, Cork, Galway, Singapore and Poland. Our experience extends across Multilingual, IT, Banking & Finance, Accountancy, Engineering, HR, Insurance, Legal, Sales, Marketing, Office Support, Supply Chain and Pharmaceutical. Sigmar has extensive experience working with both start up and established organisations. Sigmar s commitment to training & development and progression has meant that we attract and retain some of the Industry s best recruiters. Our Services With the majority of our clients we provide Permanent, Temporary and Contract Services across all Sigmar Departments. The account management structure can vary due to the requirements on the individual client. Along with traditional lateral recruitment, we also provide several clients with additional services such as: Managed Recruitment Services Job Portal Design Employer Branding In Country Talent Acquisition Outsourced Payroll Management Annual Salary Benchmarking and on request On-site Recruitment Specialists Panel Interviewing Specialists Employer PR Consultancy Talent Mapping Partnership with a global occupational psychology consultancy Dublin 13 Hume Street, Dublin 2 Tel: Cork 33 South Bank, Crosses Green, Cork Tel: Galway 4th Floor, Dockgate, Dock Road, Galway. Tel:

Guide to Employment Rights Infor. Guide to Employment Rights. National Employment Rights Authority (NERA

Guide to Employment Rights Infor. Guide to Employment Rights. National Employment Rights Authority (NERA Guide to Employment Rights Infor Guide to Employment Rights National Employment Rights Authority (NERA About NERA NERA s mission is to achieve a national culture of employment rights compliance. Information

More information

Employment Law Explained

Employment Law Explained Employment Law Explained Compiled by NERA November 2008 CONTENTS Section Page INTRODUCTION 3 SUMMARY OF EMPLOYERS OBLIGATIONS 4 NERA S INSPECTIONS SERVICES 5 SUMMARY OF INSECTORS POWER 5 Record Keeping

More information

EU Employment Law Euro Info Centre December 2006

EU Employment Law Euro Info Centre December 2006 EU Employment Law Euro Info Centre December 2006 CONTENTS EU Employment Law 2 1. Anti-discrimination 2 2 2 2. Equal treatment of men and women in the workplace 3 3 3 3. Fixed and part time work including

More information

ORGANISATION OF WORKING TIME ACT, 1997. Explanatory Booklet on Holidays and Public Holidays for Employers and Employees. Web: www.entemp.

ORGANISATION OF WORKING TIME ACT, 1997. Explanatory Booklet on Holidays and Public Holidays for Employers and Employees. Web: www.entemp. ORGANISATION OF WORKING TIME ACT, 1997 Explanatory Booklet on Holidays and Public Holidays for Employers and Employees Web: www.entemp.ie Issued by Department of Enterprise, Trade and Employment 21955

More information

Employment Law in Ireland A guide for international employers. www.matheson.com

Employment Law in Ireland A guide for international employers. www.matheson.com Employment Law in Ireland A guide for international employers Irish Tax Firm of the Year 2013, The International Tax Review Client Choice 2013, International Law Office Financial Times Matheson is the

More information

Working in Ireland Healthcare 33 a 04 Employment Rights

Working in Ireland Healthcare 33 a 04 Employment Rights Working in Ireland a 04 Healthcare Employment Rights 33 04 34 LIVING IN IRELAND While the vast majority of employers are fair, some employers are not. If you have an employment rights complaint you should

More information

GUIDE TO EMPLOYMENT LEGISLATION

GUIDE TO EMPLOYMENT LEGISLATION GUIDE TO EMPLOYMENT LEGISLATION This booklet has been prepared by the Employment and Equality Law Committee as a general reference guide for practitioners. It is a summary of relevant legislative provisions

More information

Guide to Labour Law. Important Note

Guide to Labour Law. Important Note Guide to Labour Law NERA, National Employment Rights Authority Information Services O Brien Road, Carlow Lo-call: 1890 808090 email: info@employmentrights.ie Web Site Address: http://www.employmentrights.ie

More information

GUIDE TO EMPLOYMENT LAW IN GUERNSEY

GUIDE TO EMPLOYMENT LAW IN GUERNSEY GUIDE TO EMPLOYMENT LAW IN GUERNSEY CONTENTS PREFACE 1 1. Written Statement of Terms and Conditions 2 2. Written Statement of Pay and Deductions 3 3. Written Statement of Reasons for a Dismissal 3 4. Minimum

More information

Introduction to UK Employment Laws for U.S. Employers

Introduction to UK Employment Laws for U.S. Employers Ogletree Deakins International LLP Fourth Floor, Thavies Inn House 3-4 Holborn Circus London EC1N 2HA United Kingdom Tel: +44 (0)20 7822 7620 www.ogletreedeakins.co.uk www.ogletreedeakins.com Introduction

More information

Employment Law Guide

Employment Law Guide Employment Law Guide Settlement Agreements (Formally known as Compromise Agreements) See the separate guide. Unfair Dismissal Length of employment Employees can only bring a claim for ordinary unfair dismissal

More information

Employment in Poland 2012

Employment in Poland 2012 BRIEFING NOTE Employment in Poland 2012 1. Employment Cost 2. Legal System 3. Employer s obligations 4. Types of employment contract 5. Working time 6. Holiday 7. Sick pay 8. Parenthood rights 9. Mass

More information

Payment of wages. Your hourly wage rate depends on factors such as the industry or sector you are in, your occupation and contract of employment.

Payment of wages. Your hourly wage rate depends on factors such as the industry or sector you are in, your occupation and contract of employment. Payment of wages Pay & Wages Series What hourly rate should I be paid? Your hourly wage rate depends on factors such as the industry or sector you are in, your occupation and contract of employment. Pay

More information

A reputation for exceeding expectations CHAMBER EUROPE 2013 CHAMBERS EUROPE 2014

A reputation for exceeding expectations CHAMBER EUROPE 2013 CHAMBERS EUROPE 2014 McDowell Purcell Irish Legislation Quick Reference Guide 2014 CHAMBERS EUROPE 2014 The team is commercial in its views and very practical and clear in its advice. Barry Walsh is a highly respected employment

More information

Dealing with Employee Claims

Dealing with Employee Claims STATEMENT OF INSOLVENCY PRACTICE S15B Dealing with Employee Claims Contents Paragraphs Introduction 1 4 Statutory Entitlements 5 6 Redundancy Payments Acts 1967 to 2003 7 11 Protection of Employees (Employers

More information

W4MP Guide: Employment Rights

W4MP Guide: Employment Rights W4MP Guide: Employment Rights This guide aims to provide a basic outline of the main employment rights issues that are relevant to staff who are responsible for recruiting new staff, employees of MPs who

More information

Business Administration SAMPLE. NCFE Level 2 Certificate in Business Administration Knowledge. Part A

Business Administration SAMPLE. NCFE Level 2 Certificate in Business Administration Knowledge. Part A NCFE Level 2 Certificate in Business Administration Knowledge Part A 1 These learning resources and assessment questions have been approved and endorsed by NCFE as meeting the requirements of the Level

More information

Summary of the law on FAMILY FRIENDLY RIGHTS

Summary of the law on FAMILY FRIENDLY RIGHTS Summary of the law on FAMILY FRIENDLY RIGHTS Family friendly rights include, maternity, paternity and parental leave and rights for part-time workers. This booklet is solely concerned with the employment

More information

Business Protection Briefing

Business Protection Briefing Business Protection Briefing Fair Procedures Audi Alterem Partem ( hear the other side ) includes the right to be informed in advance of the charges, the right to representation, the right to be heard

More information

COMPARATIVE ANALYSIS OF EMPLOYMENT LAW IN NORTHERN IRELAND AND THE REPUBLIC OF IRELAND

COMPARATIVE ANALYSIS OF EMPLOYMENT LAW IN NORTHERN IRELAND AND THE REPUBLIC OF IRELAND MORGAN MCMANUS EMPLOYMENT LAW COMPARATIVE ANALYSIS OF EMPLOYMENT LAW IN NORTHERN IRELAND AND THE REPUBLIC OF IRELAND (Revised 28 th November 2011) Morgan McManus Solicitors provide legal services in both

More information

44. FAIR PAY AND CONDITIONS STANDARD

44. FAIR PAY AND CONDITIONS STANDARD Australian Master Human Resources Guide 45. NATIONAL EMPLOYMENT STANDARDS (NES) Janet Wood Workplace Relations Writer and Consultant [ 45-010] Introduction Under the Fair Work Act 2009 (FW Act), the National

More information

A Guide to Settlement Agreements

A Guide to Settlement Agreements A Guide to Settlement Agreements Please contact us to discuss your Settlement Agreement in more detail. Whether you are an Employer or an Employee we shall be delighted to help with your Settlement Agreement.

More information

PROTECTION OF EMPLOYEES (TEMPORARY AGENCY WORK) ACT, 2012. GUIDANCE

PROTECTION OF EMPLOYEES (TEMPORARY AGENCY WORK) ACT, 2012. GUIDANCE PROTECTION OF EMPLOYEES (TEMPORARY AGENCY WORK) ACT, 2012. GUIDANCE Brief Overview Purpose of the Guidance document This guidance document is intended to assist Agency Workers, Hirers of Agency Workers,

More information

Maternity Leave Policy

Maternity Leave Policy 1. Policy Summary This policy covers all female members of staff whilst in the employment of UCD. Legislation: Maternity Protection Act 1994 and 2004. 2. Scope This policy covers all female employees who:

More information

From Hiring to Firing

From Hiring to Firing From Hiring to Firing A Basic Guide to the Australian Employment Law Life Cycle HIRING For many employers, the key to having a productive and high-performing workforce is recruiting the right people. It

More information

Make the most of every investment opportunity.

Make the most of every investment opportunity. INTRODUCTION The purpose of this Plan is to provide you with an income in the event of a loss of earnings due to disability for a period of more than six months. The rates, terms and conditions of the

More information

CAREY OLSEN STARTING POINT EMPLOYMENT LAW GUIDE: JERSEY EMPLOYMENT LAW

CAREY OLSEN STARTING POINT EMPLOYMENT LAW GUIDE: JERSEY EMPLOYMENT LAW CAREY OLSEN STARTING POINT EMPLOYMENT LAW GUIDE: JERSEY EMPLOYMENT LAW DECEMBER 2015 EMPLOYMENT, PENSIONS & INCENTIVES CAREYOLSEN.COM BRITISH VIRGIN ISLANDS CAYMAN ISLANDS GUERNSEY JERSEY CAPE TOWN LONDON

More information

A summary of the law on: Unfair Dismissal and Redundancy

A summary of the law on: Unfair Dismissal and Redundancy A summary of the law on: Unfair Dismissal and Redundancy Employees are protected under the Employment Rights (Northern Ireland) Order 1996 from being unfairly dismissed or chosen unfairly for redundancy.

More information

What are my pension options?

What are my pension options? A guide on pension provision and the types of pension plans you can use to save for your retirement www.pensionsauthority.ie The Pensions Authority Verschoyle House 28/30 Lower Mount Street Dublin 2 Tel:

More information

Chapter 9. Labour Relations and Social Security. 62 PwC

Chapter 9. Labour Relations and Social Security. 62 PwC Chapter 9 Labour Relations and Social Security 62 PwC Labour relations Availability of labour Malta s labour force is about 164,347, the majority of which are male. Malta s long-standing educational system

More information

COMPROMISE AGREEMENT

COMPROMISE AGREEMENT Without Prejudice and Subject to Contract COMPROMISE AGREEMENT THIS AGREEMENT is dated xxxx AND IS MADE BETWEEN: SOAS, University of London whose premises are at Thornhaugh Street, Russell Square, London

More information

Recommendations on the treatment of employee wages and other debts arising in the employment relationship in the context of debt settlement

Recommendations on the treatment of employee wages and other debts arising in the employment relationship in the context of debt settlement Recommendations on the treatment of employee wages and other debts arising in the employment relationship in the context of debt settlement arrangements under the Personal Insolvency Bill 2012 November

More information

Minimum employment rights and obligations

Minimum employment rights and obligations Minimum employment rights and obligations This booklet provides an overview of the minimum rights and obligations that apply by law to employers and employees. Employees can t be asked to agree to less

More information

AGE DISCRIMINATION. Summary of the law on

AGE DISCRIMINATION. Summary of the law on Summary of the law on AGE DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the age discrimination provisions of the Equality Act 2010. These apply in

More information

Employment Law for Farmers Presentation to Dairy Farmers in association with. www.agricultural solicitors.ie

Employment Law for Farmers Presentation to Dairy Farmers in association with. www.agricultural solicitors.ie Employment Law for Farmers Presentation to Dairy Farmers in association with www.agricultural solicitors.ie BACKGROUND ACADEMIC Solicitor, Tax Consultant, Young Trained Farmer, Nuffield Scholar PRACTICAL

More information

Temporary/Part-Time Employment Agreements

Temporary/Part-Time Employment Agreements PRE-EMPLOYMENT ISSUES EMPLOYEE OR INDEPENDENT CONTRACTOR? The purpose of this article is to provide advice to employees - not to provide advice to independent contractors. It is wise for you to be aware

More information

unfair dismissals march 2009 s

unfair dismissals march 2009 s unfair dismissals march 2009 1 Introduction The Unfair Dismissals Acts 1977-2007 set up a system of complaint by which the fairness of an employer s decision to dismiss an employee may be contested by

More information

COMPANY DIRECTORS. Company Directors' Responsibilities

COMPANY DIRECTORS. Company Directors' Responsibilities COMPANY DIRECTORS Ascot Drummond works with a range of limited companies of various sizes and turnovers. Whether you are an executive director or nonexecutive director, we can help you to meet your legal

More information

Number 5 of 1994 TERMS OF EMPLOYMENT (INFORMATION) ACT 1994 REVISED. Updated to 1 October 2015

Number 5 of 1994 TERMS OF EMPLOYMENT (INFORMATION) ACT 1994 REVISED. Updated to 1 October 2015 Number 5 of 1994 TERMS OF EMPLOYMENT (INFORMATION) ACT 1994 REVISED Updated to 1 October 2015 This Revised Act is an administrative consolidation of the. It is prepared by the Law Reform Commission in

More information

GUIDE TO EMPLOYMENT LAW IN GUERNSEY

GUIDE TO EMPLOYMENT LAW IN GUERNSEY GUIDE TO EMPLOYMENT LAW IN GUERNSEY CONTENTS PREFACE 1 1. Written Statement of Terms and Conditions 2 2. Written Statement of Pay and Deductions 3 3. Written Statement of Reasons for a Dismissal 3 4. Minimum

More information

Redundancy. A Guide. 4500 Lawyers 87 Firms 57 Countries TOP RANKED CHAMBERS GLOBAL 2013. Leading Law Firm Network

Redundancy. A Guide. 4500 Lawyers 87 Firms 57 Countries TOP RANKED CHAMBERS GLOBAL 2013. Leading Law Firm Network Redundancy A Guide TOP RANKED CHAMBERS GLOBAL 2013 Leading Law Firm Network 4500 Lawyers 87 Firms 57 Countries INTRODUCTION The decision to make employees redundant is never one that is taken lightly.

More information

NHS Business Services Authority HR Policies Career Breaks

NHS Business Services Authority HR Policies Career Breaks 1. POLICY STATEMENT 1.1 The Authority recognises that during an employee s working life there will be times when personal commitments take priority over work. Subsequently the Career Break Policy has been

More information

AND REDUNDANCY. Summary of the law on

AND REDUNDANCY. Summary of the law on Summary of the law on UNFAIR DISMISSAL AND REDUNDANCY Workers are protected under the Employment Rights Act 1996 from being sacked or chosen unfairly for redundancy. This booklet provides a basic outline

More information

EMPLOYMENT LAW BRIEFING ADVICE FOR CLUBS

EMPLOYMENT LAW BRIEFING ADVICE FOR CLUBS EMPLOYMENT LAW BRIEFING ADVICE FOR CLUBS I VOLUNTEER, CONSULTANT OR EMPLOYEE? II PAYMENT: NATIONAL MINIMUM WAGE AND HONORARIA III CONTRACTS OF EMPLOYMENT IV FIXED TERM CONTRACTS V THE ACAS CODE OF PRACTICE

More information

SHORT LISTING ASSESSMENT. Name of Applicant SC1 SC2 SC3 SC4 SC5 SC6 Interview? Y/N

SHORT LISTING ASSESSMENT. Name of Applicant SC1 SC2 SC3 SC4 SC5 SC6 Interview? Y/N SHORT LISTING ASSESSMENT Job Title: Name of Applicant SC1 SC2 SC3 SC4 SC5 SC6 Interview? Y/N Comments NB - Comments should be made in the case of all candidates, especially those not shortlisted for interview.

More information

Income Protection Plan for NUIG Employees

Income Protection Plan for NUIG Employees The HEA (Higher Educational Authority) has confirmed that new Sick Pay Entitlements for Public Sector Employees will formally commence for all NUIG employees on 1st September 2014. Income Protection Plan

More information

SEXUAL ORIENTATION. Summary of the law on

SEXUAL ORIENTATION. Summary of the law on Summary of the law on SEXUAL ORIENTATION DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the sexual orientation discrimination provisions of the Equality

More information

Labour Law in Denmark

Labour Law in Denmark Labour Law in Denmark 2 Labour Law in Denmark Labour Law in Denmark The Danish labour market is in many ways significantly different from what you may have experienced in other jurisdictions. If you have

More information

Unfair Dismissals. Termination of Employment Series. Unfair Dismissals

Unfair Dismissals. Termination of Employment Series. Unfair Dismissals Unfair Dismissals Termination of Employment Series Unfair Dismissals The best protection from unfair treatment in the workplace is to become a union member as unionised employments tend to have better,

More information

Supply Chain Salary Guide 2015 www.sigmar.ie

Supply Chain Salary Guide 2015 www.sigmar.ie www.sigmar.ie Supply Chain Salary Guide 2015 Sigmar Recruitment Sigmar Recruitment, established 2002, is a leading Irish recruitment services company with 15 specialist divisions across the entire recruitment

More information

Volume 3: Human Resources. For Community and Voluntary Groups

Volume 3: Human Resources. For Community and Voluntary Groups Volume 3: Human Resources For Community and Voluntary Groups 2 Contents Introduction... 5 1. Starting the Employment Relationship... 6 1.1 Recruitment & Selection... 6 1.2 Contract/Statement of Employment...

More information

Automatic enrolment: guidance on certifying money purchase pension schemes

Automatic enrolment: guidance on certifying money purchase pension schemes Automatic enrolment: guidance on certifying money purchase pension schemes April 2014 Contents 1. Background...4 1.1 Automatic enrolment: the employer duty...4 2. Purpose of this guidance...5 2.1 Relevant

More information

EQUAL OPPORTUNITIES ARE YOUR BUSINESS TOO

EQUAL OPPORTUNITIES ARE YOUR BUSINESS TOO EQUAL OPPORTUNITIES ARE YOUR BUSINESS TOO FOR SMALL / MEDIUM SIZED ENTERPRISES & THIRD SECTOR ORGANISATIONS GOOD PRACTICE ON EQUALITY AND DIVERSITY WHEN CONTRACTING WITH BRACKNELL FOREST COUNCIL Version

More information

Employment and Labour Law in Canada

Employment and Labour Law in Canada Employment and Labour Law in Canada By Colin Kelly & Sven Poysa Frequent changes in Canadian employment and labour law present a significant challenge for employers doing business here. That challenge

More information

Your Rights at Work in Australia Prepared by Labor Council of NSW For more information call our hotline1800 688 919

Your Rights at Work in Australia Prepared by Labor Council of NSW  For more information call our hotline1800 688 919 Your Rights at Work in Australia Prepared by Labor Council of NSW www.labor.net.au For more information call our hotline1800 688 919 HOW PAY AND CONDITIONS ARE SET IN AUSTRALIA ACTS OF PARLIAMENT Legislation

More information

Practical guide... termination of employment

Practical guide... termination of employment The decision to dismiss an employee is an area of the employment relationship that requires an understanding of a wide range of legislative and other obligations of an employer. The decision is also a

More information

Summary of the law on UNFAIR DISMISSAL AND REDUNDANCY

Summary of the law on UNFAIR DISMISSAL AND REDUNDANCY Summary of the law on UNFAIR DISMISSAL AND REDUNDANCY Workers are protected under the Employment Rights Act 1996 from being sacked or chosen unfairly for redundancy. All employees can bring a claim of

More information

Bille na nollscoileanna Teicneolaíochta, 2015 Technological Universities Bill 2015

Bille na nollscoileanna Teicneolaíochta, 2015 Technological Universities Bill 2015 Bille na nollscoileanna Teicneolaíochta, Technological Universities Bill Mar a tionscnaíodh As initiated [No. 121 of ] BILLE NA nollscoileanna TEICNEOLAÍOCHTA, TECHNOLOGICAL UNIVERSITIES BILL Mar a tionscnaíodh

More information

Weightmans Employment Legislation Pipeline March 2008

Weightmans Employment Legislation Pipeline March 2008 Weightmans Employment Legislation Pipeline March 2008 Laws implemented on 6 April 2008 include changes to social security and employment tribunal rates; obligations for smaller employers in relation to

More information

Regulations on the Employment of Human Resources, Insurance and Social Security in the Free Zones of the Islamic Republic of Iran

Regulations on the Employment of Human Resources, Insurance and Social Security in the Free Zones of the Islamic Republic of Iran Regulations on the Employment of Human Resources, Insurance and Social Security in the Free Zones of the Islamic Republic of Iran Chapter one: General Article 1 In these regulations, the following terms

More information

An introduction to Luxembourg Employment Law

An introduction to Luxembourg Employment Law An introduction to Luxembourg Employment Law The Luxembourg market is characterized by the major role played by the frontier workers (Belgian, French and German) who form more than 50% of the labour force

More information

Termination of Employment: Including Unfair Dismissal

Termination of Employment: Including Unfair Dismissal Termination of Employment: Including Unfair Dismissal There are many different ways that your employment may end, and each way has different legal requirements and implications. Dismissal If you are a

More information

Top Tip For 2016 Salaries in 2016. In Demand for 2016

Top Tip For 2016 Salaries in 2016. In Demand for 2016 In Demand for 2016 Hot Jobs Data/Quantitative Analyst Pension Administrator Claims Handler Medical Underwriters Commercial Account Execs Top Skills SQL/VBA/Excel/Risk Modelling Defined Benefit/Defined

More information

Maternity Leave Guidelines

Maternity Leave Guidelines Version 3 of 3 Date: 1 April 2007 Maternity Leave Guidelines Purpose and Scope of the Procedure The purpose of this policy is to outline the employment rights of expectant mothers including maternity leave,

More information

Employment and Labour Law in Canada

Employment and Labour Law in Canada by JIM HASSELL & SVEN POYSA The constant change associated with employment and labour law in poses a significant challenge for employers doing business here. That challenge is compounded by the fact that

More information

Accountancy & Finance Salary Guide 2015 www.sigmar.ie

Accountancy & Finance Salary Guide 2015 www.sigmar.ie www.sigmar.ie Accountancy & Finance Salary Guide 2015 Sigmar Recruitment Sigmar Recruitment, established 2002, is a leading Irish recruitment services company with 15 specialist divisions across the entire

More information

Employee Rights. Everything you need to know

Employee Rights. Everything you need to know Employee Rights Everything you need to know If you have a complaint about any element of your work, then you must obtain urgent legal advice. The best way to obtain advice is to contact us immediately.

More information

LABOUR LAWS - FRO FROM M LEGAL CONCEPTS TO PRACTICE

LABOUR LAWS - FRO FROM M LEGAL CONCEPTS TO PRACTICE LABOUR LAWS - FRO FROM M LEGAL CONCEPTS TO PRACTICE LABOUR LAWS - FROM LEGAL CONCEPTS TO PRACTICE Implications for the HR Practitioner or HR Layperson Vanessa Thomas Williams May 2012 Convention 2012 Theme

More information

Paid Parental Leave scheme Employer Toolkit

Paid Parental Leave scheme Employer Toolkit Paid Parental Leave scheme Employer Toolkit July 2011 www.centrelink.gov.au Table of contents Purpose of the toolkit 3 Section one What employers need to know about the Paid Parental Leave scheme 4 About

More information

Online Accounting Software HR GUIDE

Online Accounting Software HR GUIDE Online Accounting Software HR GUIDE What is HR? Human resources or HR as it is more commonly known is a term that refers to the people who work for a company. In instances where a company is sufficiently

More information

MAYFIELD SCHOOL. Author: Torbay Human Resources [April 2011] Renewed 9 th November 2015

MAYFIELD SCHOOL. Author: Torbay Human Resources [April 2011] Renewed 9 th November 2015 MAYFIELD SCHOOL Policy: TUPE Guidelines for Managers Author: Torbay Human Resources [April 2011] Governors Committee: Leadership Date adopted: 23 rd May 2011 Renewed 9 th November 2015 Next review: Autumn

More information

Financial Support Service Unit

Financial Support Service Unit Financial Support Service Unit 2007/08 Financial Guideline 06 Tel: (01) 269 0677 Fax: (01) 202 8219 Email: fssu@secretariat.ie Website: www.jmb.ie PAYROLL GUIDELINE Remuneration All remuneration payments

More information

Guidelines for Employees, Employers and Practitioners appearing before the Employment Appeals Tribunal

Guidelines for Employees, Employers and Practitioners appearing before the Employment Appeals Tribunal Guidelines for Employees, Employers and Practitioners appearing before the Employment Appeals Tribunal This is a guideline only and, as such, does not purport to give a full and comprehensive description

More information

THAILAND. David Duncan and Pimvimol Vipamaneerut. Tilleke & Gibbins International Ltd

THAILAND. David Duncan and Pimvimol Vipamaneerut. Tilleke & Gibbins International Ltd Page 1 of 9 1. GENERAL PRINCIPLES Forums For Adjudicating Employment Disputes THAILAND David Duncan and Pimvimol Vipamaneerut Tilleke & Gibbins International Ltd Employees may bring employment disputes

More information

RACE DISCRIMINATION. Summary of the law on

RACE DISCRIMINATION. Summary of the law on Summary of the law on RACE DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the race discrimination provisions of the Equality Act 2010. These apply

More information

Number 47 of 2013 PUBLIC SERVICE MANAGEMENT (RECRUITMENT AND APPOINTMENTS) (AMENDMENT) ACT 2013 ARRANGEMENT OF SECTIONS

Number 47 of 2013 PUBLIC SERVICE MANAGEMENT (RECRUITMENT AND APPOINTMENTS) (AMENDMENT) ACT 2013 ARRANGEMENT OF SECTIONS Number 47 of 2013 PUBLIC SERVICE MANAGEMENT (RECRUITMENT AND APPOINTMENTS) (AMENDMENT) ACT 2013 Section 1. Definition. ARRANGEMENT OF SECTIONS 2. Amendment of section 2 of Principal Act. 3. Amendment of

More information

Branch Human Resources

Branch Human Resources Branch Human Resources Introduction An organization s ability to deliver services to citizens is highly dependant on the capacity of its workforce. Changing demographics will result in increasing numbers

More information

Employment Law in Bermuda

Employment Law in Bermuda Employment Law in Bermuda Foreword This memorandum has been prepared for the assistance of those who are considering issues pertaining to employment law in Bermuda. It deals in broad terms with the requirements

More information

Unfair Dismissals. Questions & Answers

Unfair Dismissals. Questions & Answers Unfair Dismissals Questions & Answers What is unfair dismissal? Unfair dismissal is where an employee claims that his or her employer s decision to terminate their employment was unfair. Unfair reasons

More information

About us. Your injured worker s recovery and return to work is a team effort. It involves you, your WorkSafe Agent, your worker and their doctor.

About us. Your injured worker s recovery and return to work is a team effort. It involves you, your WorkSafe Agent, your worker and their doctor. 1. About us Your injured worker s recovery and return to work is a team effort. It involves you, your WorkSafe Agent, your worker and their doctor. About WorkSafe Victoria WorkSafe Victoria (WorkSafe)

More information

Income Protection Plan for National University of Ireland, Galway (NUIG) employees Standard application form

Income Protection Plan for National University of Ireland, Galway (NUIG) employees Standard application form Income Protection Plan for National University of Ireland, Galway (NUIG) employees Standard application form Eligibility For use only by members under age 65 To be eligible to apply for membership of the

More information

Report of the Employment Status Group - PPF

Report of the Employment Status Group - PPF Introduction Report of the Employment Status Group - PPF This document has been prepared by the Employment Status Group set up under the Programme for Prosperity and Fairness (PPF). The group was set up

More information

IFRS FOUNDATION DOCUMENT RETENTION AND DESTRUCTION POLICY

IFRS FOUNDATION DOCUMENT RETENTION AND DESTRUCTION POLICY IFRS FOUNDATION DOCUMENT RETENTION AND DESTRUCTION POLICY Purpose The purpose of this policy is to provide the IFRS Foundation with a framework to govern management decisions on whether particular documents

More information

House Purchase Loan Application Form. Housing and Residential Services

House Purchase Loan Application Form. Housing and Residential Services House Purchase Loan Application Form Housing and Residential Services Dublin City Council, House Purchase Loan Section, Block 2, Floor 2, Civic Offices, Wood Quay, Dublin 8. Opening hours: 9.30am 4pm Tel:

More information

Employment in community buildings

Employment in community buildings Employment in community buildings Employment in community buildings Most village halls employ some staff, generally part time. As a result trustees must be aware of their responsibilities as employers.

More information

VOLUNTEERS & THE LAW

VOLUNTEERS & THE LAW VOLUNTEERS & THE LAW I N F O R M A T I O N S H E E T Volunteers are not employees. Volunteer involving organisations should be pro-active in ensuring that the policies and practices which define their

More information

Sickness Management Policy

Sickness Management Policy Sickness Management Policy Human Resources UpdatedSept 2012 AJR/HR/Sickness Management Policy 1.0 PURPOSE 1.1 The University is committed to promoting the health, safety and welfare of its employees. The

More information

Sigmar Recruitment Salary Guide 2014 HR. Salary Guide 2014 HR

Sigmar Recruitment Salary Guide 2014 HR. Salary Guide 2014 HR Salary Guide 2014 HR i Human Resources Salary Guide 2014 All salaries taken as annual in Euros, based on working in Ireland. Bonus/Car Allowance not included. Figures are based on current market rates.

More information

Relate. March 2016. Payments for carers. Contents. Rules about caring

Relate. March 2016. Payments for carers. Contents. Rules about caring March 2016 Volume 43 Issue 3 ISSN 0790 4290 Contents Page No. 1 Payments for carers Describes Carers Benefit, Carers Allowance, Half rate Carers Allowance, Domiciliary Care Allowance and the Carers Support

More information

The Little Book of Employment Law

The Little Book of Employment Law The Little Book of Employment Law General principles 2 I can't be sacked for being flamboyant Discrimination damages people 6 Whistleblowing 8 Recruitment 12 Employment terms 14 Family friendly rights

More information

Employment Law Update - Heptonstalls Solicitors October 2015 Issue 178. Shaun Pinchbeck LL.B shaun.pinchbeck@heptonstalls.co.uk Tel: 01405 765661

Employment Law Update - Heptonstalls Solicitors October 2015 Issue 178. Shaun Pinchbeck LL.B shaun.pinchbeck@heptonstalls.co.uk Tel: 01405 765661 Welcome to the latest edition of our Employment Law update. If you have any questions arising from these articles or any other queries, please do not hesitate to contact Shaun Pinchbeck, Head of Employment

More information

Maternity Leave Regulations 1

Maternity Leave Regulations 1 Procedure No: 23 Revision: 4 Sheet: 1 of 6 Date of Issue: 27 th May 2015 Maternity Leave Regulations 1 1. Purpose To set out the College policy regarding Maternity Leave Regulations. 2. General All members

More information

Data Protection Policy

Data Protection Policy Data Protection Policy Policy Details Produced by Assistant Principal Information Systems Date produced Approved by Senior Leadership Team (SLT) Date approved July 2011 Linked Policies and Freedom of Information

More information

[EMPLOYERS NAME AND ADDRESS]

[EMPLOYERS NAME AND ADDRESS] THIS CONTRACT HAS BEEN PROVIDED BY WITHY KING SOLICITORS FOR MEMBERS OF ANA THIS IS FOR GUIDANCE ONLY. IS YOUR RESPONSIBILITY TO ENSURE ITS LEGAL CONTENT. Contracts Drawing up a contract at the beginning

More information

EMPLOYMENT CONTRACTS ACT

EMPLOYMENT CONTRACTS ACT Proclaimed by Resolution No. 421 of the President of the Republic of 12 January 2009 EMPLOYMENT CONTRACTS ACT Passed on 17 December 2008 (RT I 2009, 5, 35), entered into force 1 July 2009. Amended by the

More information

MANAGING ATTENDANCE POLICY

MANAGING ATTENDANCE POLICY 1 The Royal Liberty School Where boys are ambitious, where boys succeed MANAGING ATTENDANCE POLICY Reviewed by: Finance and Personnel Committee Review Date: June 2015 Next Review: June 2016 2 CONTENTS

More information

Payroll Procedure. 1 Procedure Introduced February 2010 Finance Office

Payroll Procedure. 1 Procedure Introduced February 2010 Finance Office Payroll Procedure Version No: Reason for Update Date of Update Updated By 1 Procedure Introduced February 2010 Finance Office 2 Procedure updated reflecting changes in procedures and introduction of Employee

More information

New Zealand German Business Association Inc (AHK Neuseeland) Level 14, PwC Tower, 188 Quay Street, Auckland 1010 PO Box 95, Auckland 1140, New

New Zealand German Business Association Inc (AHK Neuseeland) Level 14, PwC Tower, 188 Quay Street, Auckland 1010 PO Box 95, Auckland 1140, New EMPLOYMENT LAW A comparison of labour regulations in New Zealand, Australia & Germany. New Zealand German Business Association Inc (AHK Neuseeland) Level 14, PwC Tower, 188 Quay Street, Auckland 1010 PO

More information

JOB SHARING POLICY AND PROCEDURE

JOB SHARING POLICY AND PROCEDURE JOB SHARING POLICY AND PROCEDURE INTRODUCTION 1. Carmarthenshire County Council is fully committed to equality of opportunity in employment. The aim of the Job Share Policy is to provide opportunities

More information

Employment Law Update

Employment Law Update Employment Law Update Autumn 2008 Issue Contents Current Rates National Minimum Wage Maternity and Paternity Pay Compensation Limits Recent Developments National Minimum Wage and Tips Changes to Sex Discrimination

More information