An Overview of Irish Employment Law Paula Murphy, Solicitor Saturday 2 November 2013.
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Transcript of An Overview of Irish Employment Law Paula Murphy, Solicitor Saturday 2 November 2013.
An Overview of Irish Employment Law Paula Murphy, Solicitor
Saturday 2 November 2013
IRISH DENTAL HYGIENIST ASSOCIATION CONFERENCE 2ND
NOVEMBER 2013
EMPLOYEE
-v-
INDEPENDENT CONTRACTOR
WHY DOES IT MATTER?Employer vicariously liable for acts of employee
Duties implied by common law into the contractual relationship
Employee entitlements under statute
Employee’s preferential creditors in winding up/receivership
Revenue implications for employee/employer
1.Mutuality of Obligation test
2.Control test
3.Integration test
HOW DO WE IDENTIFY AN EMPLOYEE?
CONTROL TEST
“…the fact of the Master’s right to direct the servant not merely as to what is to be done but how it is to be done…”
Roche –v- Kelly (1969) Walsh J.
INTEGRATION TEST
“Under a Contract for Service a man is employed as part of the business, whereas under a Contract for Services his work, although done for the business, is not integrated into it but only accessory to it”.
MUTUALITY OF OBLIGATIONS
“a continuing obligation on the employer to provide work and pay and a continuing obligation on the employee to do the work provided …”
Re Nethermere (St. Noets) Ltd –v- Taverna & Gardiner 1984 IRLR 240
OTHER CONSIDERATIONS
Written contract/intention of the parties
The Revenue situation
Does the worker work for multiple employers?
CONTRACT OF EMPLOYMENT
Written Intention of the Parties
-v-
Practice on the Ground
Henry Denny & Sons (Ireland) Limited –v- Minister for Social Welfare [1998] I. IR 34
Castleisland Cattle Breeding Society –v- Minister for Social and Family Affairs [2004] IESC 40
Byrne –v- Securispeed UD 451/2001
“in determining whether the new contract is one of service or for services the decider must look at how the contract is worked out in practice as mere wording cannot determine its nature”. Geoghan J – Castleisland Cattle Breeding Society Ltd –v- Minister for Social and Family Affairs [2004] IESC 40.
REVENUE SITUATIONS?
Not conclusive
However regard will be had to it particularly if the employee operated in that capacity for a number of years.
MULTIPLE EMPLOYERS
Ryan –v- Shamrock Marine (Shannon) Ltd (1990) EAT
Castleisland Cattle Breeding Society Ltd –v- Minister for Social and Family Affairs [2004] IESC 40.
EMPLOYMENT STATUS GROUP REPORT/CODE OR PRACTICEIs there a Mutuality of Obligation?
YES NO Consider: Not an Employeei.Control ii.Title iii.Revenue Situation iv.Ownership of material v.Insurance etc.
IMPLICATIONS OF BEING AN EMPLOYEE
Good or Bad?
INDEPENDENT CONTRACTOR
Freedom of Association
More control over finances
At the will of the employer
Limited statutory protections
EMPLOYEE – RELEVANT EMPLOYMENT STATUTES
PAYMENT OF WAGES ACT 1991
i. Readily encashable mode of payment
ii. Written statements of wages, contributions and deductions
iii. Protection against unlawful deduction of wages
PROTECTION OF EMPLOYEES (FIXED-TERM WORK) ACT 2003
i. Equal treatment to permanent employees, with respect to conditions of employees
ii. Prevents abuse arising from the use of successive fixed term/fixed purpose contracts
MINIMUM NOTICE OF TERMS OF EMPLOYMENT ACTS 1973 to 2001
13 weeks to 2 years’ service 1 weeks’ notice
2 to 5 years’ service 2 weeks’ notice
5 to 10 years’ service 4 weeks’ notice
10 to 15 years’ service 6 weeks’ notice
15 or more years’ service 8 weeks’ notice
UNFAIR DISMISSALS ACT 1977 TO 2007 (THE “UDA”)
Every dismissal is presumed to be unfair
Burden of proof is on the employer to prove the dismissal is fair
Employee entitlements after 12 months employment (unless one of specified exemptions)
DEFENCES UNDER UNFAIR DISMISSALS ACT
i. Conduct
i. Competency
ii. Redundancy
iii. Other good reason
REMEDIES UNDER UNFAIR DISMISSALS ACT
i. Reinstatement
ii. Re-engagement
iii. Compensation
REDUNDANCY PAYMENTS ACTS 1967 TO 2007
i. Compensation for loss of service
ii. Minimum statutory amount 2 weeks per year of service PLUS 1 week remuneration
iii. €600 standard ceiling for a weekly earning
iv. Entitlements arise after 2 years employment
“TUPE”
i. Protect an employee’s statutory and contractual rights in the event that a business or part of a business is transferred
ii. Obligation on employers to inform and consult with employees in the event of a proposed transfer
ORGANISATION OF WORKING TIME ACT 1991
Daily rest periods
Minimum holiday period
Maximum working hours
QUESTIONS