A Guide to the Employment (Miscellaneous Provisions) Act 2018
Published on: 05/03/2019
Article Authors The main content of this article was provided by the following authors.
Bríd Nic Suibhne Partner, A&L Goodbody LLP
Bríd Nic Suibhne Partner, A&L Goodbody LLP
Brid Nic Suibhne

Bríd Nic Suibhne is a partner in A&L Goodbody's Employment Practice Group and has been with the firm for well over a decade. She supports employers globally across a range of sectors including life sciences, tech, finance, professional services, manufacturing, aviation, healthcare and retail. Clients rely on her support in respect of their most challenging and sensitive employment and HR related issues, both contentious and non-contentious. She has a wealth of experience in complex investigations and crisis management.

Brίd is a skilled litigator and has litigated unfair dismissal claims, breach of contract claims, bullying, discrimination and harassment claims, industrial relations disputes, personal injury actions, judicial reviews and injunctions. She has represented employers in the High Court, Court of Appeal, Circuit Court, Labour Court and the Workplace Relations Commission.

Bríd can be relied upon to bring technical excellence, commercial acumen and a practical, common-sense approach to complex, urgent and nuanced employment issues.

A Guide to the Employment (Miscellaneous Provisions) Act 2018

The Employment (Miscellaneous Provisions) Act 2018 was signed into law on Christmas Day 2018 and commenced on 4 March 2019. The Act is intended to improve the security and predictability of working hours for employees on insecure contracts and those working variable hours and has been described by the Minister for Employment Affairs and Social Protection as containing "the most significant changes for working conditions in a generation".

In short, the key changes are:

  • 5 Core terms in 5 Days - Written notification to employees of five core terms of employment within five days of commencement
  • Prohibition of  Zero Hours Contracts - Except in limited circumstances
  • Minimum Payments - For employees

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Disclaimer The information in this article is provided as part of Legal Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article. This article is correct at 05/03/2019
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