19 Jan Transparent & Predictable Working Conditions
Regulations transposing the European Union (Transparent & Predictable Working Conditions) EU Directive 2019/1152 came into force in Ireland on 16th December 2022. Here are the key new requirements that employers need to be aware of when issuing contracts of employment:
Confirmation of Terms & Conditions of Employment
Employees must receive information in relation to the following within 5 days of commencement of employment:
–remuneration including basic rate of pay and any additional payments,
–the place of work and where there is no specific fixed place of work a statement setting out that the employee is employed at various places or is free to determine his/her own place of work,
–the title or grade of the work or a brief description of the work,
–the commencement date of the contract,
-duration of and conditions relating to the probationary period and
-any terms and conditions relating to hours of work including overtime
Thereafter, employees must now receive their full written contract of employment within one month from commencement of employment. The contract of employment must now include training entitlements, paid leave entitlements, procedures to be observed on termination, any applicable collective agreements and for agency workers the identity of the end user.
Probationary periods in contracts of employment must not exceed 6 months and can only be extended in exceptional circumstances such as an employee being on extended sick leave during the probationary period.
Exclusive service clauses in contracts of employment are now prohibited except where it is proportionate to do so and the requirement can be objectively justified on particular grounds such as health and safety, protection of business confidentiality and avoidance of conflicts of interest.
Variable Patterns of Work
Employees who do not work a fixed work pattern must now be informed that their work schedule is variable, and the contract must set out the number of guaranteed paid hours and the remuneration for hours worked in addition to the guaranteed hours, the hours and days the employees may be required to work and the minimum notice period the employee is entitled to before the start of a work assignment. These employees also have a right to request a form of employment with more secure working conditions after they have successfully completed six months of service. The employer must provide the employee with a reasoned reply to the request within one month.
Employees posted overseas must now receive information regarding remuneration in accordance with local law entitlements, arrangements for expenses and a link to an official EU website which sets out the terms and conditions that apply to workers posted abroad.