The Holidays Act, The Employment Relations Act, Wages Protection Act

These pieces of legislation can be extremely confusing and when you are busy running your business, they are really the last thing you want to be studying and inwardly digesting.

BUT – you can’t ignore them. If you do, chances are you will inadvertently fall foul of the legislation and that is not where you want to be.  The government has employed many more labour inspectors who are checking on employers randomly to see if they are in line with the legislation. It could be you that gets that call and pleading ignorance will not work.

Chances are, if you are randomly selected, you may be found to be in breach of at least one part of legislation, due to the seemingly unfathomable complexity of, in particular, the Holidays Act.

We would like to help you to get this right, and to this end, over the coming weeks, we will be highlighting some of the things you should be doing, or should not be doing.

Let’s start at the beginning with Employment Agreements

Do all of your employees have one?
Are they written correctly?
How long ago did you have them reviewed?
Are your employees on the right type of contract?
Are your contractors really contractors or should they be employees?

There are many questions which need to be asked before you employ someone. For example, the 90 day trial period cannot be written into a contract any more if you employ 20 or more people.

If you aren’t able to answer all of the above questions, you may need some advice. We are happy to help or to point you in the right direction. I would urge you to get in touch with us so we can help you to understand what your obligations are, before it’s too late.