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The Transposition into Ireland and NI of the European Directives on Fixed Term Work and Working Time
This report has been prepared by Marguerite Bolger and Barry Fitzpatrick for the Labour Relations Commission and the Labour Relations Agency. It contains an examination of the transposition in Ireland and Northern Ireland of the Fixed Term Work Directive and the Working Time Directive, together with analysis of relevant case law.
Types of contracts
In addition to contracts of employment, a number of other types of contracts exist.
Review of employment law 2006-2007
Patricia Maxwell, University of Ulster
Advice on Agreeing and Changing Contracts of Employment
This Guide is intended to give general advice and guidance about the main legal considerations which may arise when employers or employees wish to make changes to the contract of employment
Giving and Accepting Notice
If the employer or employee wishes to end the employment relationship they must give each other notice.
Contractor versus Employee versus Worker
Employees, workers and contractors have different rights and responsibilities.
Breach of Contract
If an employer fundamentally breaches a contract of employment, it could lead to the employee resigning. If an employee fundamentally breaches a contract of employment he or she could be dismissed.
Maternity Leave
The law sets out the legal minimum leave entitlements for mothers.
Agreements between employers and employees may provide for better arrangements than the statutory minimum.
Temporary lay-off and short-time working
From time to time employers may experience a temporary shortage of work and it may be necessary to lay-off all or some of their employees in order to preserve long term employment security. If temporary lay-off is being considered there are important aspects of employment and contract law to take into account.
Right to work in Northern Ireland
It is important that an employer checks that a job applicant is allowed to work in the UK before they can employ them. An employer could face a civil penalty if they employ an illegal worker and have not carried out a correct right to work check.
Employers must check the applicant's identity and nationality and make sure that they have the relevant immigration permission or visa in place.