THE EMPLOYMENT RIGHTS OF AGENCY WORKERS

Posted on Jul 15, 2016 in Accident at work, employees rights, Employment Law, employment law solicitor

 

A huge amount of the Irish workforce is now employed through agencies, as opposed to being employed directly by a company/business. Agency employees are often unsure of their employment status and wonder whether they are guaranteed the same rights and protections as employees employed direct by the company/business.  To a large extent temporary agency workers must be treated equally compared to “regular workers”.

Under the Protection of Employees (Temporary Agency Work) Act 2012, agency workers must be treated equally to other employees.  This includes equality in relation to the duration of working time, night work, breaks, rest periods, annual leave and public holidays.  They are entitled to equal basic pay, equal overtime pay, equal pay for shift premium work, any piece of work and Sunday work.  That said they are not entitled to sick pay, bonuses, maternity pay, benefits in kind or occupational pension schemes.

It is important to note that agency workers must have equal access to facilities such as childcare, the canteen and car parking.  They also must be informed of any permanent positions that come up in the company.  It should also be noted that the Protection of Employees (Temporary Agency Work) Act 2012 protects agency workers from being victimised for reporting their employers in relation to unequal treatment.

If you feel that you have been treated unfairly as an agency work or you have any other queries in relation to employment law, please do not hesitate to contact us at our offices in Dublin (01 5255637) or Kildare (045 897784) or at info@hanahoeandhanahoe.com.

Hanahoe and Hanahoe Solicitors have office is Dublin and Naas and are specialist solicitors in areas of employment and personal injury law*. We also have a large conveyancing, family law and commercial law practice.

This article is merely for information purposes and is not and should not be taken as legal advice. If you have any queries in relation to this or any other aspect of personal injury* or employment law, you should consult with our firm. No solicitor/client relationship or duty of care or liability of any nature exists between Hanahoe and Hanahoe solicitors, until you receive written confirmation that we are acting as solicitors on your behalf.

 

*In contentious business a solicitor may not calculate fees or other charges as a percentage or proportion of any award or settlement.

 

 

 

 

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