If there are any specific topics you would like covered in this publication, please forward your suggestions to Adare Human Resources Management: email@example.com.
- Employment Case Law – each month we review a number of interesting employment law cases and consider their implications for organisations. This month we look at Issuing Fixed Term Contracts. Read more >>>
- Workplace Relations Commission (WRC) Decisions – each month we look at and review the decisions from the WRC. This provides a valuable insight into the types of discrimination cases before the WRC and the decisions that are issued. Read more >>>
- What to Keep an Eye Out For – what is new, changing, potentially changing or what you may have missed. Read more >>>
Where an Employee is to be required to work on a Sunday, either from time to time, or on a regular basis, this should be stated in the contract of employment to ensure that no dispute arises at a later time.
An Employee who is required to work on a Sunday must be compensated in one of the following manners:
- Payment of a reasonable allowance for the day, and/or
- Payment of an increased rate of pay for the Sunday, and/or
- Granting paid leave in order to compensate for the requirement to work on a Sunday,
- Combination of the above.
An Employer may incorporate this benefit into the ordinary payment of an Employee who is required to work on a Sunday if they so wish. However, this must be done in such a manner that the Employer can demonstrate that the Sunday worker is being paid an additional rate over other comparable Employees who are not required to work on a Sunday.