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Contractor versus Employee versus Worker
Employees, workers and contractors have different rights and responsibilities.
Holidays and final pay
Employers must pay their employees for statutory holidays (contractual holidays may differ) that have been built up but not taken at the time they leave their employment.
Independent appeals
The Agency also facilitates a range of independent appeals (mainly grievance, bullying / harassment and discipline), for example where the final stage of an organisation’s procedure offers the option of 'an independent appeal of the decision via the Labour Relations Agency'.
Annual Closedowns
Employers may elect to close their business at certain times of the year. (Christmas/new year)
Final pay when employment ends
Final pay given to an employee can be different from their regular pay.
Public holidays and bank holidays
Employees are not automatically entitled to paid time off for bank and public holidays.
Qualifying periods
Most people are entitled to the rights outlined below. However, in many cases, qualifying conditions must be fulfilled before a right may be claimed. Some rights apply to all employees as soon as they start work; others depend on factors such as length of service, continuity of employment and activities in addition to the job, for example, union work.
Deducting training costs from final pay
This section covers deducting training costs from final pay.
Time off for trade union duties and activities
An employee who is an official of an independent trade union is entitled to paid time off in certain circumstances.
Hours of work
The amount of hours and employee works for employer should be clearly laid out in the employment contract.