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Ireland: Employee rights

Original and updating author: Mark Carley

Consultant editor: Lauren Tennyson

Summary

  • There are various rules for employees' hours of work, including particular restrictions for night workers. (See Hours of work)
  • Employees are entitled to minimum rest breaks and rest periods. (See Rest breaks and rest periods)
  • Employees are generally entitled to a premium for Sunday working. (See Sunday work)
  • There are various rules regarding minimum paid annual leave for employees and when it may be taken. (See Holidays and holiday pay)
  • Pregnant employees, new mothers and adoptive parents have various rights. (See Maternity and pregnancy rights)
  • Qualifying employees are entitled to take paternity leave. (See Paternity leave)
  • Qualifying employees are entitled to take parental leave. (See Parental leave)
  • Employees are entitled to take carer's leave to provide case and attention to a "relevant person". (See Carer's leave)
  • Employees are entitled to take "force majeure" leave for urgent family reasons due to injury or illness. (See Force majeure leave)
  • Part-time employees have various rights, including not to be treated less favorably manner than a comparable full-time employee except where the treatment can be justified. (See Part-time workers)
  • Fixed-term workers have various rights, including not be treated less favorably than a comparable "permanent" employee except where the treatment can be justified. (See Fixed-term workers)
  • Temporary agency workers are entitled to the same basic working and employment conditions as they would be entitled to if they were directly employed by the hirer. (See Temporary agency work)
  • Workers posted to work in Ireland from other EU member states have the protection of all Irish employment legislation. (See Posted workers)
  • If a business or part of it is transferred to a new owner, its employees also transfer. (See Transfers of undertakings)
  • The pay-related entitlements of employees whose employer has become insolvent are protected by a state scheme. (See Insolvency of employer)
  • A code of practice by the Labor Relations Commission sets out guidance for employers' grievance and disciplinary procedures. (See Grievance and disciplinary procedures)
  • A voluntary code of practice deals with the resolution of workplace bullying issues, while discriminatory harassment is unlawful. (See Bullying and harassment)
  • There are various rules regarding the processing and use of employees' personal data. (See Data protection)