Clarity are delighted to bring you the fifth instalment of our relocation series. In this blog post we will outline employment rights and entitlements that all workers including Healthcare Professionals in Ireland are entitled to by law.
On top of extended benefits you will receive at the offer stage. These employment rights and laws are there to protect all employees who take up employment in Ireland.
In this Act your employer is required to provide you with your terms of employment and any changes of those terms in a written format no longer than 5 days after commencement of your employment.
As of the 1st of January 2023 all employees in Ireland are entitled to 3 days paid sick leave in 2023, this will rise to 5 days in 2024, 7 days in 2025 and 10 days in 2026. Sick pay is paid by your employer at 70% of your normal pay up to a maximum of €110 a day. To avail of this leave you must be employed by your employer for at least 13 weeks and have a medical certificate from your doctor.
This Act outlines that employees that have worked with an employer for a minimum of 13 weeks are entitled to a minimum period of notice before an employee can be dismissed. The Act outlines that an employee who has worked with an employer for a minimum of 13 weeks up to 2 years is entitled to a minimum of 1 weeks notice of termination. If you have been employed for 2 to 5 years you are entitled to 2 weeks notice. For 5 years to 10 years you're entitled to 4 weeks. If you have worked for 10 to 15 years with your employer you are entitled to 6 weeks notice and if you've been working for your employer over 15 years your minimum notice period is 8 weeks.
This Act requires the employer to allow their employee to attend jury service and the time they spend at jury service they must be treated as if they were actually employed. Simply put you are entitled to be paid while you are away from work.
This Act ensures that employers have a good reason to dismiss an employee which helps to protect the most vulnerable employees. There is 8 reasons that are classed as unfair dismissals under the Act and they are defined as:
1. Membership (or proposed membership) of a trade union, or for engaging in trade union activities
2. Religious or political opinions
3. Legal proceedings against an employer where you are a party or a witness
4. Race, colour, sexual orientation, age, or membership of the Traveller community
5. Pregnancy, giving birth, breastfeeding, or any other matters connected with pregnancy or birth (such as attending antenatal classes)
6. Availing of rights under legislation to maternity leave, adoptive leave, paternity leave, carer’s leave, parent’s leave, parental leave or force majeure leave
7. Unfair selection for redundancy
8. Making a protected disclosure (that is, where you raise concerns about possible wrongdoing at work) under the Protected Disclosures Act 2014
In this Act you are entitled to a redundancy payment after 2 years of service. Redundancy occurs where an employee's position ceases to exist and the employee is not replaced. For your redundancy payment you are entitled to 2 weeks pay for each year if service and an additional one week's pay. However the payment per year is capped at 600 euro per week or €31,200 a year.
Should the situation arise where you lose your job you can avail of the Supplementary Welfare Allowance, Jobs Seekers Benefit and Jobseeker's Allowance. The Supplementary Welfare Allowance scheme is based on your means (and your spouse or partner’s means). You can claim this for up to 6 months if you worked in Ireland for less than a year, or for as long as you are looking for work if you worked in Ireland for more than a year. Jobseekers' benefit will be paid if you worked in another EEA country or Switzerland before you came to Ireland and have paid enough social insurance, however your most recent contribution must have been paid in Ireland. Jobseekers Allowance is available if you satisfy habitual residential conditions and if you satisfy the means test. The five factors to determine habitual residence is:
As part of this act a pregnant employee is entitled to maternity leave from their employment for no less than a period of 26 continuous weeks. You are also entitled to a further 16 weeks of unpaid leave. This entitlement of leave is dependant to the pregnant employee:
1. Notifying their employer in writing as soon as reasonably practicable but not later than 4 weeks before the beginning of their maternity leave.
2. Given her employer a form of certification confirming her pregnancy and advising her expected week of gestation.
Clarity Recruitment offers one-to-one career consultations where we can help you on your way to your dream nursing career. Book in a call with us at a time and date that suits you and we can discuss available job opportunities in your area, as well as offer support with CV creation and interview preparation.
You can check out all of our available roles and apply today!