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Jersey: Employee rights

Original and updating author: Helen Ruelle, Mourant Ozannes
Consultant editor: Darren Newman

Summary

  • There is no general statutory regulation of daily or weekly hours of work, or of overtime. (See Hours of work)
  • Employees have the right to request flexible working where the reason is to provide care for another person. (See Flexible working)
  • Employees have no general statutory entitlement to rest breaks, or to a minimum daily rest period, but are entitled to an uninterrupted weekly rest period of at least 24 hours. (See Rest breaks and rest periods)
  • There is no general legislation prohibiting Sunday working and no particular statutory entitlements for employees who work on a Sunday. (See Sunday work)
  • Employees are entitled to a minimum of two weeks of paid annual leave, and to paid leave in respect of public and bank holidays. (See Holiday and holiday pay)
  • Women are entitled to a maximum of 18 weeks' statutory maternity leave, although the exact length of maternity leave will depend on the employee's length of service. (See Maternity and pregnancy rights)
  • Employees with parental responsibility for a child have a statutory entitlement to two weeks' unpaid parental leave. (See Other leave)
  • Part-time employees have the same employment rights as full-time employees. (See Part-time workers)
  • Employees on fixed-term contracts generally have the same employment rights as employees on open-ended contracts, though subject to some special rules, notably in relation to termination of employment. (See Fixed-term workers)
  • There is no specific legislation relating to temporary agency workers. (See Temporary agency workers)
  • In the event of the transfer of a business, the employment contracts of the employees concerned do not automatically transfer to the new owner. (See Transfers of undertakings)
  • In the event of an employer's insolvency, certain pay-related claims of employees are guaranteed by a public insolvency benefit scheme. (See Insolvency of employer)
  • Employees have a statutory right to be represented at grievance or disciplinary hearings. (See Grievance and disciplinary procedures)
  • Data protection legislation applies to the employment relationship. (See Data and privacy protection)