Employment Law has developed to a complex area of law primarily as a result of legislation which has been introduced in Ireland as a result of our joining the E.U. All our solicitors have considerable experience in advising and representing clients in all areas of Employment Law.
Terms and Conditions of Employment
There is a statutory obligation on all employers to provide to their employees a written notice of their terms of employment within two months of their commencing employment. There are a number of minimum terms which must be included in same to comply with the Terms of Employment Information Act, 1994.
We act both for employees who have not received their minimum terms or received inadequate terms of employment and for employers in drafting compliant terms on their behalf.
Contracts of Employment
A contract of employment is a written document which governs the relationship between an employer and an employee. The terms of a contract of employment are legally binding on the parties to same save that an employer cannot contract out of its statutory obligations under employment law.
We act for both employers and employees in drafting and advising on the content of contracts of employment and in relation to disputes arising from same.
The Payment of Wages Act, 1991 came into operation on the 1st January 2002.
Section 4 of this Act made the provision of wage slips by an employer to an employee a mandatory requirement. This must be a full written statement of wages and all deductions from same. Failure to comply with this obligation is an offence. The Act also prohibits any unlawful deduction from wages.
The Redundancy Payments Act, 1967 came into operation on 1st January 1968. There have been a number of amendments and the Acts are now collectively known as The Redundancy Payments Acts, 1967-2003.
In certain circumstances where an employee has been laid off or kept on short time by an employer, they may have an entitlement to apply for redundancy.