What’s in a Name? TUPE and Changes to the Contract of Employment
What does TUPE mean? TUPE is short for the Transfer of Undertakings (Protection of Employment) Regulations. A transfer can mean acquiring, buying, leasing, merging or selling. An undertaking is a business, company, charity, organisation or service. Protection means the protection of the employment rights. Employees are those individuals employed by the undertaking that has been
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Contract of Services v Contract for Services
What is the difference between a contract of service and a contract for service? In essence, a contract of service refers to the existence of an employer-employee relations. A contract of services is more commonly known as a contract of employment. A contract for service refers to the provision of a service by one party
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A Guide to Contracts of Employment under Irish Law
Terms of Employment (Information) Act Resources: Guide to Terms of Employment under Irish Employment Law Bringing a Terms of Employment Claim Terms of Employment Cases and Claims Contract of Employment under Irish Employment Law (Video) Statement of Terms / Contract of Employment under Irish Employment Law The below case is illustrative of how the issue
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Worker or Self Employed – The Uber Judgment
Background to Uber Decision New ways of working organised through digital platforms pose pressing questions about the employment status of the people who do the work involved. The central question for the UK Supreme Court in Uber BV and others (Appellants) v Aslam and others (Respondents), was whether an employment tribunal was entitled to find that
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Banded Hour Contracts – What is the Reference Period?
Introduction A recent case before the Labour Court (the Court) on appeal from the Workplace Relations Commission (WRC) examines the factors that will be considered when deciding the reference period for the purposes of banded hour contracts. Background This was an appeal by the respondent at first instance, Aer Lingus (the Respondent), against a decision
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Acting Up – Considerations under Employment Law
Introduction An interesting case was recently decided by the Labour Court which spoke to some of the criteria to be examined when assessing the legal characterisation of an employee ‘acting-up’ or occupying some temporary interim role. This case came before the Labour Court on appeal of a decision of the Workplace Relations Commission (WRC) against Mr. Power,
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