One of the most important developments in employment law this year in Ireland will be the prohibition of zero-hour contracts.

Banned “in most circumstances”

Coming in to effect in the first week of March, 2019, The Employment (Miscellaneous Provisions) Bill will effectively ban zero-hour contracts “in most circumstances”, representing one of the most significant shifts in Irish employment law in years.

Zero-hour contracts and the increasing precariousness of stable work has become a worrying issue on a national level, with little to no regulation. For employees under zero-hour contracts, an insecure income and difficulty acquiring mortgages and other loans are just two of many major concerns. It is hoped that the bill will provide the necessary protection and security to some of the most vulnerable workers in the country.

Under the terms of the new legislation, zero-hour contracts, alternatively known as ‘if and when’ contracts, will be banned except in cases where the nature of the work genuinely requires them, and where they are “essential to allow employers to provide cover in emergency situations or to cover short-term absence”.

Introduction of “banded hours”

Another important provision to note under the terms of the new bill will be the introduction of “banded hours”, which will ensure that workers who regularly work more hours than stated on their contract will be placed in to a band that reflects the reality of the hours that they worked in a 12 month period. These new banded hours aim to provide workers with more certainty around their true hours of work and earnings.

Full details of the bill can be found on the Oireachtas website.

Whether you are an employer or employee that will be affected by the introduction of the The Employment (Miscellaneous Provisions) Bill in March, your solicitor may be able to answer any questions, queries, or concerns you have about how its provisions will affect your rights.

There is no doubt that this debate will rumble on and on.

*In contentious business, a solicitor may not calculate fees or other charges as a percentage or proportion of any award or settlement*

 

One of the most important developments in employment law this year in Ireland will be the prohibition of zero-hour contracts.

Banned “in most circumstances”

Coming in to effect in the first week of March, 2019, The Employment (Miscellaneous Provisions) Bill will effectively ban zero-hour contracts “in most circumstances”, representing one of the most significant shifts in Irish employment law in years.

Zero-hour contracts and the increasing precariousness of stable work has become a worrying issue on a national level, with little to no regulation. For employees under zero-hour contracts, an insecure income and difficulty acquiring mortgages and other loans are just two of many major concerns. It is hoped that the bill will provide the necessary protection and security to some of the most vulnerable workers in the country.

Under the terms of the new legislation, zero-hour contracts, alternatively known as ‘if and when’ contracts, will be banned except in cases where the nature of the work genuinely requires them, and where they are “essential to allow employers to provide cover in emergency situations or to cover short-term absence”.

Introduction of “banded hours”

Another important provision to note under the terms of the new bill will be the introduction of “banded hours”, which will ensure that workers who regularly work more hours than stated on their contract will be placed in to a band that reflects the reality of the hours that they worked in a 12 month period. These new banded hours aim to provide workers with more certainty around their true hours of work and earnings.

Full details of the bill can be found on the Oireachtas website.

Whether you are an employer or employee that will be affected by the introduction of the The Employment (Miscellaneous Provisions) Bill in March, your solicitor may be able to answer any questions, queries, or concerns you have about how its provisions will affect your rights.

There is no doubt that this debate will rumble on and on.

*In contentious business, a solicitor may not calculate fees or other charges as a percentage or proportion of any award or settlement*