Off On Dualscroll
Turn Dualscroll on to scroll both language versions together.
Number 10 of 1977
UNFAIR DISMISSALS ACT, 1977
ARRANGEMENT OF SECTIONS
Number 10 of 1977
UNFAIR DISMISSALS ACT, 1977
Definitions.
1.—In this Act—
“contract of employment” means a contract of service or of apprenticeship, whether it is express or implied and (if it is express) whether it is oral or in writing;
“date of dismissal” means—
(a) where prior notice of the termination of the contract of employment is given and it complies with the provisions of that contract and of the Minimum Notice and Terms of Employment Act, 1973, the date on which that notice expires.
(b) where either prior notice of such termination is not given or the notice given does not comply with the provisions of the contract of employment or the Minimum Notice and Terms of Employment Act, 1973, the date on which such a notice would have expired, if it had been given on the date of such termination and had been expressed to expire on the later of the following dates—
(i) the earliest date that would be in compliance with the provisions of the contract of employment,
(ii) the earliest date that would be in compliance with the provisions of the Minimum Notice and Terms of Employment Act, 1973,
(c) where a contract of employment for a fixed term expires without its being renewed under the same contract or, in the case of a contract for a specified purpose (being a purpose of such a kind that the duration of the contract was limited, but was, at the time of its making, incapable of precise ascertainment), there is a cesser of the purpose, the date of the expiry or cesser;
“dismissal”, in relation to an employee, means—
(a) the termination by his employer of the employee's contract of employment with the employer, whether prior notice of the termination was or was not given to the employee,
(b) the termination by the employee of his contract of employment with his employer, whether prior notice of the termination was or was not given to the employer, in circumstances in which, because of the conduct of the employer, the employee was or would have been entitled, or it was or would have been reasonable for the employee, to terminate the contract of employment without giving prior notice of the termination to the employer, or
(c) the expiration of a contract of employment for a fixed term without its being renewed under the same contract or, in the case of a contract for a specified purpose (being a purpose of such a kind that the duration of the contract was limited but was, at the time of its making, incapable of precise ascertainment), the cesser of the purpose;
“employee” means an individual who has entered into or works under (or, where the employment has ceased, worked under) a contract of employment and, in relation to redress for a dismissal under this Act, includes, in the case of the death of the employee concerned at any time following the dismissal, his personal representative;
“employer”, in relation to an employee, means the person by whom the employee is (or, in a case where the employment has ceased, was) employed under a contract of employment and an individual in the service of a local authority for the purposes of the Local Government Act, 1941, shall be deemed to be employed by the local authority;
“industrial action” means lawful action taken by any number or body of employees acting in combination or under a common understanding, in consequence of a dispute, as a means of compelling their employers or any employee or body of employees, or to aid other employees in compelling their employer or any employee or body of employees, to accept or not to accept terms or conditions of or affecting employment;
“the Minister” means the Minister for Labour;
“redundancy” means any of the matters referred to in paragraphs (a) to (e) of section 7 (2) of the Redundancy Payments Act, 1967, as amended by the Redundancy Payments Act, 1971;
“statutory apprenticeship” means an apprenticeship in a designated industrial activity within the meaning of the Industrial Training Act, 1967, and includes any apprenticeship in a trade to which an order, rule or notice referred to in paragraph (a) or (b) of section 49 (1) of that Act applies;
“strike” means the cessation of work by any number or body of employees acting in combination or a concerted refusal or a refusal under a common understanding of any number of employees to continue to work for an employer, in consequence of a dispute, done as a means of compelling their employer or any employee or body of employees, or to aid other employees in compelling their employer or any employee or body of employees, to accept or not to accept terms or conditions of or affecting employment;
“trade union” means a trade union which is the holder of a negotiation licence granted under the Trade Union Acts, 1941 and 1971;
“the Tribunal” means the Employment Appeals Tribunal established by the Redundancy Payments Act, 1967.
Exclusions.
2.—(1) This Act shall not apply in relation to any of the following persons:
(a) an employee (other than a person referred to in section 4 of this Act) who is dismissed, who, at the date of his dismissal, had less than one year's continuous service with the employer who dismissed him and whose dismissal does not result wholly or mainly from the matters referred to in section 6 (2) (f) of this Act,
(b) an employee who is dismissed and who, on or before the date of his dismissal, had reached the normal retiring age for employees of the same employer in similar employment or who on that date was a person to whom by reason of his age the Redundancy Payments Acts, 1967 to 1973, did not apply,
(c) a person who is employed by his spouse, father, mother, grandfather, grandmother, step-father, step-mother, son, daughter, grandson, granddaughter, step-son, step-daughter, brother, sister, half-brother or half-sister, is a member of his employer's household and whose place of employment is a private dwellinghouse or a farm in or on which both the employee and the employer reside,
(d) a person in employment as a member of the Defence Forces, the Judge Advocate-General, the chairman of the Army Pensions Board or the ordinary member thereof who is not an officer of the Medical Corps of the Defence Forces,
(e) a member of the Garda Síochána,
(f) a person (other than a person employed under a contract of employment) who is receiving a training allowance from or undergoing instruction by An Chomhairle Oiliúna or is receiving a training allowance from and undergoing instruction by that body,
(g) a person who is employed by An Chomhairle Oiliúna under a contract of apprenticeship,
(h) a person employed by or under the State other than persons standing designated for the time being under section 17 of the Industrial Relations Act, 1969,
(i) officers of a local authority for the purposes of the Local Government Act, 1941,
(j) officers of a health board, a vocational education committee established by the Vocational Education Act, 1930, or a committee of agriculture established by the Agriculture Act, 1931.
(2) This Act shall not apply in relation to—
(a) dismissal where the employment was under a contract of employment for a fixed term made before the 16th day of September, 1976, and the dismissal consisted only of the expiry of the term without its being renewed under the same contract, or
(b) dismissal where the employment was under a contract of employment for a fixed term or for a specified purpose (being a purpose of such a kind that the duration of the contract was limited but was, at the time of its making, incapable of precise ascertainment) and the dismissal consisted only of the expiry of the term without its being renewed under the said contract or the cesser of the purpose and the contract is in writing, was signed by or on behalf of the employer and by the employee and provides that this Act shall not apply to a dismissal consisting only of the expiry or cesser aforesaid.
(3) (a) This Act shall not apply in relation to the dismissal of an employee who, under the relevant contract of employment, ordinarily worked outside the State unless—
(i) he was ordinarily resident in the State during the term of the contract, or
(ii) he was domiciled in the State during the term of the contract, and the employer—
(I) in case the employer was an individual, was ordinarily resident in the State, during the term of the contract, or
(II) in case the employer was a body corporate or an unincorporated body of persons, had its principal place of business in the State during the term of the contract.
(b) In this subsection “term of the contract” means the whole of the period from the time of the commencement of work under the contract to the time of the relevant dismissal.
(4) The First Schedule to the Minimum Notice and Terms of Employment Act, 1973, as amended by section 20 of this Act, shall apply for the purpose of ascertaining for the purposes of this Act the period of service of an employee and whether that service has been continuous.
Dismissal during probation or training.
3.—(1) This Act shall not apply in relation to the dismissal of an employee during a period starting with the commencement of the employment when he is on probation or undergoing training—
(a) if his contract of employment is in writing, the duration of the probation or training is 1 year or less and is specified in the contract, or
(b) if his contract of employment was made before the commencement of this Act and was not in writing and the duration of the probation or training is 1 year or less.
(2) This Act shall not apply in relation to the dismissal of an employee during a period starting with the commencement of the employment when he is undergoing training for the purpose of becoming qualified or registered, as the case may be, as a nurse, pharmacist, health inspector, medical laboratory technician, occupational therapist, physiotherapist, speech therapist, radiographer or social worker.
Dismissal during apprenticeship.
4.—This Act shall not apply in relation to the dismissal of a person who is or was employed under a statutory apprenticeship if the dismissal takes place within 6 months after the commencement of the apprenticeship or within 1 month after the completion of the apprenticeship.
Dismissal by way of lock-out or for taking part in strike.
5.—(1) The dismissal of an employee by way of a lock-out shall be deemed, for the purposes of this Act, not to be an unfair dismissal if the employee is offered re-instatement or re-engagement as from the date of resumption of work.
(2) The dismissal of an employee for taking part in a strike or other industrial action shall be deemed, for the purposes of this Act, to be an unfair dismissal, if—
(a) one or more employees of the same employer who took part in the strike or other industrial action were not dismissed for so taking part, or
(b) one or more of such employees who were dismissed for so taking part are subsequently offered re-instatement or re-engagement and the employee is not.
(3) References in paragraphs (a), (b) and (c) of section 7 (1) of this Act to dismissals include, in the case of employees dismissed by way of lock-out or for taking part in a strike or other industrial action, references to failure to offer them re-instatement or re-engagement in accordance with any agreement by the employer and by or on behalf of the employees, or, in the absence of such agreement, from the earliest date for which re-instatement or re-engagement was offered to the other employees of the same employer who were locked out or took part in the strike or other industrial action or to a majority of such employees.
(4) In this section a reference to an offer of re-instatement or re-engagement, in relation to an employee, is a reference to an offer (made either by the original employer or by a successor of that employer or by an associated employer) to re-instate that employee in the position which he held immediately before his dismissal on the terms and conditions on which he was employed immediately before his dismissal together with a term that the re-instatement shall be deemed to have commenced on the day of the dismissal, or to re-engage him, either in the position which he held immediately before his dismissal or in a different position which would be reasonably suitable for him, on such terms and conditions as are reasonable having regard to all the circumstances.
(5) In this section—
“lock-out” means an action which, in contemplation or furtherance of a trade dispute (within the meaning of the Industrial Relations Act, 1946), is taken by one or more employers, whether parties to the dispute or not, and which consists of the exclusion of one or more employees from one or more factories, offices or other places of work or of the suspension of work in one or more such places or of the collective, simultaneous or otherwise connected termination or suspension of employment of a group of employees;
“the original employer” means, in relation to the employee, the employer who dismissed the employee.
Unfair dismissal.
6.—(1) Subject to the provisions of this section, the dismissal of an employee shall be deemed, for the purposes of this Act, to be an unfair dismissal unless, having regard to all the circumstances, there were substantial grounds justifying the dismissal.
(2) Without prejudice to the generality of subsection (1) of this section, the dismissal of an employee shall be deemed, for the purposes of this Act, to be an unfair dismissal if it results wholly or mainly from one or more of the following:
(a) the employee's membership, or proposal that he or another person become a member, of, or his engaging in activities on behalf of, a trade union or excepted body under the Trade Union Acts, 1941 and 1971, where the times at which he engages in such activities are outside his hours of work or are times during his hours of work in which he is permitted pursuant to the contract of employment between him and his employer so to engage,
(b) the religious or political opinions of the employee,
(c) civil proceedings whether actual, threatened or proposed against the employer to which the employee is or will be a party or in which the employee was or is likely to be a witness,
(d) criminal proceedings against the employer, whether actual, threatened or proposed, in relation to which the employee has made, proposed or threatened to make a complaint or statement to the prosecuting authority or to any other authority connected with or involved in the prosecution of the proceedings or in which the employee was or is likely to be a witness,
(e) the race or colour of the employee,
(f) the pregnancy of the employee or matters connected therewith, unless—
(i) the employee was unable, by reason of the pregnancy or matters connected therewith—
(I) to do adequately the work for which she was employed, or
(II) to continue to do such work without contravention by her or her employer of a provision of a statute or instrument made under statute, and
(ii) (I) there was not, at the time of the dismissal, any other employment with her employer that was suitable for her and in relation to which there was a vacancy, or
(II) the employee refused an offer by her employer of alternative employment on terms and conditions corresponding to those of the employment to which the dismissal related, being an offer made so as to enable her to be retained in the employment of her employer notwithstanding pregnancy.
(3) Without prejudice to the generality of subsection (1) of this section, if an employee was dismissed due to redundancy but the circumstances constituting the redundancy applied equally to one or more other employees in similar employment with the same employer who have not been dismissed, and either—
(a) the selection of that employee for dismissal resulted wholly or mainly from one or more of the matters specified in subsection (2) of this section or another matter that would not be a ground justifying dismissal, or
(b) he was selected for dismissal in contravention of a procedure (being a procedure that has been agreed upon by or on behalf of the employer and by the employee or a trade union, or an excepted body under the Trade Union Acts, 1941 and 1971, representing him or has been established by the custom and practice of the employment concerned) relating to redundancy and there were no special reasons justifying a departure from that procedure,
then the dismissal shall be deemed, for the purposes of this Act, to be an unfair dismissal.
(4) Without prejudice to the generality of subsection (1) of this section, the dismissal of an employee shall be deemed, for the purposes of this Act, not to be an unfair dismissal, if it results wholly or mainly from one or more of the following:
(a) the capability, competence or qualifications of the employee for performing work of the kind which he was employed by the employer to do,
(b) the conduct of the employee,
(c) the redundancy of the employee, and
(d) the employee being unable to work or continue to work in the position which he held without contravention (by him or by his employer) of a duty or restriction imposed by or under any statute or instrument made under statute.
(5) (a) Without prejudice to the generality of subsection (1) of this section, the dismissal by the Minister for Defence of a civilian employed with the Defence Forces under section 30 (1) (g) of the Defence Act, 1954, shall be deemed for the purposes of this Act not to be an unfair dismissal if it is shown that the dismissal was for the purpose of safeguarding national security.
(b) A certificate purporting to be signed by the Minister for Defence and stating that a dismissal by the Minister for Defence of a civilian named in the certificate from employment with the Defence Forces under section 30 (1) (g) of the Defence Act, 1954, was for the purpose of safeguarding national security shall be evidence, for the purposes of this Act, of the facts stated in the certificate without further proof.
(6) In determining for the purposes of this Act whether the dismissal of an employee was an unfair dismissal or not, it shall be for the employer to show that the dismissal resulted wholly or mainly from one or more of the matters specified in subsection (4) of this section or that there were other substantial grounds justifying the dismissal.
(7) Where it is shown that a dismissal of a person referred to in paragraph (a) or (b) of section 2 (1) or section 3 or 4 of this Act results wholly or mainly from one or more of the matters referred to in subsection (2) (a) of this section, then subsections (1) and (6) of this section and the said sections 2 (1), 3 and 4 shall not apply in relation to the dismissal.
Redress for unfair dismissal.
7.—(1) Where an employee is dismissed and the dismissal is an unfair dismissal, the employee shall be entitled to redress consisting of whichever of the following the rights commissioner, the Tribunal or the Circuit Court, as the case may be, considers appropriate having regard to all the circumstances:
(a) re-instatement by the employer of the employee in the position which he held immediately before his dismissal on the terms and conditions on which he was employed immediately before his dismissal together with a term that the re-instatement shall be deemed to have commenced on the day of the dismissal, or
(b) re-engagement by the employer of the employee either in the position which he held immediately before his dismissal or in a different position which would be reasonably suitable for him on such terms and conditions as are reasonable having regard to all the circumstances, or
(c) payment by the employer to the employee of such compensation (not exceeding in amount 104 weeks remuneration in respect of the employment from which he was dismissed calculated in accordance with regulations under section 17 of this Act) in respect of any financial loss incurred by him and attributable to the dismissal as is just and equitable having regard to all the circumstances.
(2) Without prejudice to the generality of subsection (1) of this section, in determining the amount of compensation payable under that subsection regard shall be had to—
(a) the extent (if any) to which the financial loss referred to in that subsection was attributable to an act, omission or conduct by or on behalf of the employer,
(b) the extent (if any) to which the said financial loss was attributable to an action, omission or conduct by or on behalf of the employee,
(c) the measures (if any) adopted by the employee or, as the case may be, his failure to adopt measures, to mitigate the loss aforesaid, and
(d) the extent (if any) of the compliance or failure to comply by the employer or employee with any procedure of the kind referred to in section 14 (3) of this Act or with the provisions of any code of practice relating to procedures regarding dismissal approved of by the Minister.
(3) In this section—
“financial loss”, in relation to the dismissal of an employee, includes any actual loss and any estimated prospective loss of income attributable to the dismissal and the value of any loss or diminution, attributable to the dismissal, of the rights of the employee under the Redundancy Payments Acts, 1967 to 1973, or in relation to superannuation;
“remuneration” includes allowances in the nature of pay and benefits in lieu of or in addition to pay.
Determination of claims for unfair dismissal.
8.—(1) A claim by an employee against an employer for redress under this Act for unfair dismissal may be brought by the employee before a rights commissioner or the Tribunal and the commissioner or Tribunal shall hear the parties and any evidence relevant to the claim tendered by them and, in the case of a rights commissioner, shall make a recommendation in relation to the claim, and, in the case of the Tribunal, shall make a determination in relation to the claim.
(2) A claim for redress under this Act shall be initiated by giving a notice in writing (containing such particulars (if any) as may be specified in regulations under section 17 of this Act made for the purposes of subsection (8) of this section) to a rights commissioner or the Tribunal, as the case may be, within 6 months of the date of the relevant dismissal and a copy of the notice shall be given to the employer concerned within the same period.
(3) A rights commissioner shall not hear a claim for redress under this Act if—
(a) the Tribunal has made a determination in relation to the claim, or
(b) any party concerned notifies the commissioner in writing that he objects to the claim being heard by a rights commissioner.
(4) (a) Where a recommendation of a rights commissioner in relation to a claim for redress under this Act is not carried out by the employer in accordance with its terms, the employee concerned may bring the claim before the Tribunal under subsection (1) of this section.
(b) The bringing of a claim before the Tribunal by virtue of this subsection shall be effected by giving to the Tribunal a notice in writing containing such particulars (if any) as may be specified in regulations under section 17 of this Act made for the purposes of subsection (8) of this section.
(5) Subject to subsection (4) of this section, the Tribunal shall not hear a claim for redress under this Act (except by way of appeal from a recommendation of a rights commissioner)—
(a) if a rights commissioner has made a recommendation in relation to the claim, or
(b) unless one of the parties concerned notifies a rights commissioner in writing that he objects to the claim being heard by a rights commissioner.
(6) Proceedings under this section before a rights commissioner shall be conducted otherwise than in public.
(7) A rights commissioner shall notify the Tribunal of any recommendation he makes under this section.
(8) Regulations under section 17 of this Act may provide for all or any of the following matters and for anything consequential thereon or incidental or ancillary thereto—
(a) the procedure to be followed regarding the bringing of claims under this section or appeals under section 9 of this Act before the Tribunal,
(b) the times and places of hearings by the Tribunal,
(c) the representation of parties attending hearings by the Tribunal,
(d) procedure regarding the hearing of such claims and appeals as aforesaid by the Tribunal,
(e) publication and notification of determinations of the Tribunal,
(f) the particulars to be contained in the notices referred to in subsections (2) and (4) of this section and section 9 of this Act,
(g) the award by the Tribunal of costs and expenses in relation to such claims and appeals as aforesaid and the payment thereof.
(9) Section 21 (2) of the Industrial Relations Act, 1946, shall apply in relation to all proceedings before the Tribunal as if the references in that section to the Labour Court were references to the Tribunal and subsection (17) of section 39 of the Redundancy Payments Act, 1967, shall apply in relation to proceedings before the Tribunal under this Act as it applies to matters referred to it under the said section 39.
(10) A dispute in relation to a dismissal that is an unfair dismissal for the purposes of this Act shall not be referred to a rights commissioner under section 13 (2) of the Industrial Relations Act, 1969.
Appeal from recommendation of rights commissioner.
9.—(1) A party concerned may appeal to the Tribunal from a recommendation of a rights commissioner in relation to a claim for redress under this Act and the Tribunal shall hear the parties and any evidence relevant to the appeal tendered by them and shall make a determination in relation to the appeal.
(2) An appeal under this section shall be initiated by a party by giving, within 6 weeks of the date on which the recommendation to which it relates was given to the parties concerned, a notice in writing (containing such particulars (if any) as may be specified in regulations under section 17 of this Act for the purposes of section 8 (8) thereof) to the Tribunal and stating the intention of the party concerned to appeal against the recommendation and a copy of the notice shall be given to the other party concerned within the said period of 6 weeks.
Proceedings in Circuit Court for redress under Act.
10.—(1) If an employer fails to carry out in accordance with its terms a determination of the Tribunal in relation to a claim for redress under this Act within 6 weeks from the date on which the determination is communicated to the parties the Minister may, if he thinks it appropriate, having regard to all the circumstances, to do so, institute and carry on proceedings in the Circuit Court in his name on behalf of the employee against the employer for redress under this Act.
(2) Where, in proceedings under this section, the Circuit Court finds that an employee is entitled to redress under this Act, it shall order the employer concerned to make to the employee concerned the appropriate redress.
(3) Any costs—
(a) incurred by the Minister in relation to proceedings under this section, or
(b) incurred by the employer concerned in any such proceedings,
and required by the Circuit Court to be borne by the Minister shall be paid by the Minister, and the employee concerned shall be under no liability in relation to any such costs.
(4) A party concerned may appeal to the Circuit Court from any determination of the Tribunal in relation to a claim for redress under this Act within 6 weeks from the date on which the determination is communicated to the parties.
(5) Proceedings under this section shall be heard in the county where the employer concerned ordinarily resides or carries on any profession, business or occupation.
(6) The reference in subsection (1) of this section to a determination of the Tribunal is a reference to such a determination in relation to which, at the expiration of the time for bringing an appeal against the determination, no such appeal has been brought.
Service of documents on bodies.
11.—Any summons or other document required to be served for the purpose or in the course of any proceedings under this Act on a body corporate or an unincorporated body of persons may be served by leaving it at or sending it by post to the registered office for the purpose of the Companies Act, 1963, of that body or, if there is no such office, by leaving it at or sending it by post to any place in the State at which that body conducts its business.
Provisions relating to winding up and bankruptcy.
12.—(1) There shall be included among the debts which, under section 285 of the Companies Act, 1963, are, in the distribution of the assets of a company being wound up, to be paid in priority to all other debts, all compensation payable under this Act by the company to an employee, and that Act shall have effect accordingly, and formal proof of the debts to which priority is given under this subsection shall not be required except in cases where it may otherwise be provided by rules made under that Act.
(2) There shall be included among the debts which, under section 4 of the Preferential Payments in Bankruptcy (Ireland) Act, 1889, are, in the distribution of the property of a bankrupt or arranging debtor, to be paid in priority to all other debts, all compensation payable under this Act by the bankrupt or arranging debtor, as the case may be, to an employee, and that Act shall have effect accordingly, and formal proof of the debts to which priority is given under this subsection shall not be required except in cases where it may otherwise be provided by general orders made under the said Act.
Voidance of certain provisions in agreements.
13.—A provision in an agreement (whether a contract of employment or not and whether made before or after the commencement of this Act) shall be void in so far as it purports to exclude or limit the application of, or is inconsistent with, any provision of this Act.
Notice to employees of procedure for, and grounds of, dismissal.
14.—(1) An employer shall, not later than 28 days after he enters into a contract of employment with an employee, give to the employee a notice in writing setting out the procedure which the employer will observe before and for the purpose of dismissing the employee.
(2) Where there is an alteration in the procedure referred to in subsection (1) of this section, the employer concerned shall, within 28 days after the alteration takes effect, give to any employee concerned a notice in writing setting out the procedure as so altered.
(3) The reference in subsection (1) of this section to a procedure is a reference to a procedure that has been agreed upon by or on behalf of the employer concerned and by the employee concerned or a trade union, or an excepted body under the Trade Union Acts, 1941 and 1971, representing him or has been established by the custom and practice of the employment concerned, and the references in subsection (2) of this section to an alteration in the said procedure are references to an alteration that has been agreed upon by the employer concerned or a person representing him and by a trade union, or an excepted body under the Trade Union Acts, 1941 and 1971, representing the employee concerned.
(4) Where an employee is dismissed, the employer shall, if so requested, furnish to the employee within 14 days of the request, particulars in writing of the grounds for the dismissal, but in determining for the purposes of this Act whether the dismissal was unfair there may be taken into account any other grounds which are substantial grounds and which would have justified the dismissal.
Alternative remedies of employee.
15.—(1) Nothing in this Act, apart from this section, shall prejudice the right of a person to recover damages at common law for wrongful dismissal.
(2) Where an employee gives a notice in writing under section 8 (2) of this Act in respect of a dismissal to a rights commissioner or the Tribunal, he shall not be entitled to recover damages at common law for wrongful dismissal in respect of that dismissal.
(3) Where proceedings for damages at common law for wrongful dismissal are initiated by or on behalf of an employee, the employee shall not be entitled to redress under this Act in respect of the dismissal to which the proceedings relate.
(4) A person who accepts redress awarded under section 9 or 10 of the Anti-Discrimination (Pay) Act, 1974, in respect of any dismissal shall not be entitled to accept redress awarded under section 7 of this Act in respect of that dismissal and a person who accepts redress awarded under the said section 7 in respect of any dismissal shall not be entitled to accept redress awarded under the said section 9 or 10 in respect of that dismissal.
Amendment of Act by order of Minister.
16.—(1) The Minister may by order amend section 2 (1) of this Act so as to extend the application of the Act to any class of employee specified in that section or part (defined in such manner and by reference to such matters as the Minister considers appropriate) of any such class.
(2) The Minister may by order amend paragraph (c) of section 7 (1) of this Act so as to vary the maximum amount of compensation referred to in the said paragraph (c).
(3) The Minister may by order amend section 2 (2), 3 or 4 of this Act so as to vary—
(a) the application of this Act in relation to dismissals where the employment was under a contract of employment for a fixed term or a specified purpose,
(b) the periods of 1 year specified in the said section 3, or
(c) the periods of 6 months and 1 month specified in the said section 4 or either of them.
(4) The Minister may, by order, made with the consent of the Minister for Health, amend subsection (2) of section 3 of this Act so as to extend the application of the subsection to other employments connected with medicine or health.
(5) The Minister may by order amend any provision of this Act so as to comply with any international obligations in relation to dismissals that the State has decided to assume.
(6) An order under this section may contain such supplementary and ancillary provisions as the Minister considers necessary or expedient.
(7) The Minister may by order revoke or amend an order under this section including an order under this subsection.
(8) Where an order is proposed to be made under this section, a draft thereof shall be laid before both Houses of the Oireachtas and the order shall not be made until a resolution approving of the draft has been passed by each such House.
Regulations.
17.—(1) The Minister may make regulations for the purposes of sections 7 (1) (c) and 8 (8) of this Act and for the purpose of enabling any other provisions of this Act to have full effect.
(2) Regulations under this section may contain such incidental, supplementary and consequential provisions as appear to the Minister to be necessary for the purposes of the regulations.
(3) Every regulation made under this section shall be laid before each House of the Oireachtas as soon as may be after it is made, and if a resolution annulling the regulation is passed by either such House within the next 21 days on which that House has sat after the regulation is laid before it, the regulation shall be annulled accordingly, but without prejudice to the validity of anything previously done thereunder.
Employment Appeals Tribunal.
18.—The tribunal established by section 39 of the Redundancy Payments Act, 1967, shall be known as the Employment Appeals Tribunal and references in that Act and any other Act of the Oireachtas and any instrument made under any Act of the Oireachtas to the Redundancy Appeals Tribunal shall be construed as references to the Employment Appeals Tribunal.
Repayment of moneys paid under Redundancy Payments Acts, 1967 and 1973.
19.—Where an employee is re-instated or re-engaged by an employer in pursuance of a determination or order under this Act in relation to the dismissal of the employee by the employer, any payments made under the Redundancy Payments Acts, 1967 and 1973, in relation to the dismissal shall be repaid by the person to whom they were made to the person by whom they were made and may be recovered by the latter from the former as a simple contract debt in any court of competent jurisdiction and any moneys due and owing to any person under those Acts in relation to the dismissal shall cease to be due or owing.
Amendment of First Schedule to Minimum Notice and Terms of Employment Act, 1973.
20.—The First Schedule to the Minimum Notice and Terms of Employment Act, 1973, is hereby amended by the substitution of the following paragraphs for paragraphs 5 and 7:
“5. An employee who claims and receives redundancy payment in respect of lay-off or short time shall be deemed to have voluntarily left his employment.
7. Where the whole or part of a trade, business or undertaking was or is transferred to another person either before or after the passing of this Act, the service of an employee in the trade, business or undertaking, or the part thereof, so transferred shall be reckoned as part of the service of the employee with the transferee and the transfer shall not operate to break the continuity of the service of the employee.”.
Expenses.
21.—The expenses incurred by the Minister in the administration of this Act shall, to such extent as may be sanctioned by the Minister for Finance, be paid out of moneys provided by the Oireachtas.
Short title and commencement.
22.—(1) This Act may be cited as the Unfair Dismissals Act, 1977.
(2) This Act shall come into operation on such day as the Minister may appoint by order.
Acts Referred to | |
1931, No. 8 | |
1974, No. 15 | |
1963, No. 33 | |
1954, No. 18 | |
1946, No. 26 | |
1969, No. 14 | |
1967, No. 5 | |
1941, No. 23 | |
1973, No. 4 | |
Preferential Payments in Bankruptcy (Ireland) Act, 1889 | 1889, c. 60 |
1967, No. 21 | |
1971, No. 20 | |
1930, No. 29 | |
Uimhir 10 de 1977
AN tACHT UM DHÍFHOSTÚ ÉAGÓRACH, 1977
[An tiontú oifigiúil]
Mínithe.
1.—San Acht seo—
ciallaíonn “conradh fostaíochta” conradh seirbhíse nó printíseachta, cibé acu is conradh sainráite nó intuigthe é agus (más conradh sainráite é) cibé acu is conradh ó bhéal nó i scríbhinn é;
ciallaíonn “dáta dífhostaithe”—
(a) i gcás a dtabharfar fógra roimh ré go bhfuil an conradh fostaíochta á fhoirceannadh agus go bhfuil an fógra sin de réir forálacha an chonartha sin agus an Achta um Fhógra Iosta agus Téarmaí Fostaíochta, 1973, an dáta a rachaidh an fógra sin in éag,
(b) i gcás nach dtabharfar fógra roimh ré faoin bhfoirceannadh sin nó nach bhfuil an fógra a tugadh de réir forálacha an chonartha fostaíochta nó an Achta um Fhógra Iosta agus Téarmaí Fostaíochta, 1973, an dáta a rachadh an fógra sin in éag dá mba ar dháta an fhoirceanta sin a tugadh é agus go mbeadh sé sainráite ann go rachadh sé in éag ar an dáta is déanaí díobh seo a leanas—
(i) an dáta is luaithe a bheadh de réir forálacha an chonartha fostaíochta,
(ii) an dáta is luaithe a bheadh de réir forálacha an Achta um Fhógra Iosta agus Téarmaí Fostaíochta, 1973.
(c) i gcás conradh fostaíochta go ceann téarma shocraithe do dhul in éag gan é a athnuachan faon gconradh céanna, nó, i gcás conradh chun críche sonraithe (is críoch de chineál go raibh teorainn le ré an chonartha ach nárbh fhéidir, tráth an chonartha a dhéanamh, a ré a chinntiú), go bhfuil scortha den chríoch, dáta an éaga nó an scoir;
ciallaíonn “dífhostú” i ndáil le fostaí—
(a) fostóir an fhostaí d'fhoirceannadh conradh fostaíochta an fhostaí leis an bhfostóir cibé acu a tugadh nó nár tugadh fógra roimh ré don fhostaí faoin bhfoirceannadh,
(b) an fostaí d'fhoirceannadh a chonartha fostaíochta leis an bhfostóir, cibé acu a tugadh nó nár tugadh fógra roimh ré don fhostóir faoin bhfoirceannadh, in imthosca a d'fhágfadh go raibh nó go mbeadh, mar gheall ar iompar an fhostóra, teideal ag an bhfostaí, nó go raibh nó go mbeadh sé réasúnach ag an bhfostaí, an conradh fostaíochta a fhoirceannadh gan fógra roimh ré a thabhairt don fhostóir faoin bhfoirceannadh, nó
(c) conradh fostaíochta go ceann téarma shocraithe do dhul in éag gan é a athnuachan faoin gconradh céanna nó, i gcás conradh chun críche sonraithe (is críoch de chineál go raibh teorainn le ré an chonartha, ach nárbh fhéidir, tráth an chonartha a dhéanamh, a ré a chinntiú), scor na críche;
ciallaíonn “fostaí” pearsa aonair a rinne conradh fostaíochta nó a oibríonn (nó, i gcás deireadh a bheith leis an bhfostaíocht, a d'oibrigh) faoi chonradh fostaíochta agus, i ndáil le sásamh mar gheall ar dhífhostú faoin Acht seo, folaíonn sé, i gcás an fostaí áirithe d'fháil bháis aon tráth tar éis an dífhostaithe, a ionadaí pearsanta;
ciallaíonn “fostóir”, i ndáil le fostaí, an duine ag a bhfuil (nó, i gcás deireadh a bheith leis an bhfostaíocht, ag a raibh) an fostaí fostaithe faoi chonradh fostaíochta agus measfar pearsa aonair i seirbhís údaráis áitiúil chun críocha an Achta Rialtais Áitiúil, 1941, a beith fostaithe ag an údarás áitiúil;
ciallaíonn “gníomh tionscail” gníomh dleathach ag aon líon nó comhlacht fostaithe ag gníomhú dóibh i gcomhar nó ar chomhthuiscint, de dhroim aighnis, chun tabhairt ar a bhfostóirí, nó ar aon fhostaí nó comhlacht fostaithe, nó chun cabhrú le fostaithe eile tabhairt ar a bhfostóir nó ar aon fhostaí nó comhlacht fostaithe, glacadh nó gan glacadh le téarmaí nó coinníollacha fostaíochta nó le téarmaí nó coinníollacha a dhéanfadh difear d'fhostaíocht;
ciallaíonn “an tAire” an tAire Saothair;
ciallaíonn “iomarcaíocht” aon ábhar dá dtagraítear i míreanna (a) go (e) d'alt 7 (2) den Acht um Iocaíochtaí Iomarcaíochta, 1967, arna leasú leis an Acht um Iocaíochtaí Iomarcaíochta, 1971;
ciallaíonn “printíseacht reachtúil” printíseacht i ngníomhaíocht tionscail ainmnithe de réir brí an Achta Oiliúna Tionscail, 1967, agus folaíonn sé aon phrintíseacht i gceird lena mbaineann ordú, riail nó fógra dá dtagraítear i mír (a) nó (b) d'alt 49 (1) den Acht sin;
ciallaíonn “stailc” scor d'obair ag aon líon nó comhlacht fostaithe ag gníomhú dóibh i gcomhar, nó diúltú comhbheartaithe nó diúltú ar chomthuiscint ag aon líon fostaithe leanúint de bheith ag obair d'fhostóir, de dhroim aighnis, arna dhéanamh chun tabhairt ar a bhfostóir nó ar aon fhostaí nó comhlacht fostaithe, nó chun cabhrú le fostaithe eile tabhairt ar a bhfostóir nó ar aon fhostaí nó comhlacht fostaithe, glacadh nó gan glacadh le téarmaí nó coinníollacha fostaíochta nó le téarmaí nó coinníollacha a dhéanfadh difear d'fhostaíocht;
ciallaíonn “ceardchumann” ceardcumann a shealbhaíonn ceadúnas margántaíochta faoi na hAchtanna Ceardchumann, 1941 agus 1971;
ciallaíonn “an Binse” an Binse Achomhairc Fostaíochta a bunaíodh leis an Acht um Iocaíochtaí Iomarcaíochta, 1967.
Eisiamh.
2.—(1) Ní bheidh feidhm ag an Acht seo i ndáil le haon duine díobh seo a leanas:
(a) fostaí (seachas duine dá dtagraítear in alt 4 den Acht seo) a dífhostaíodh, ar ghiorra ná bliain an tréimhse a bhí, ar dháta a dhífhostaithe, curtha isteach aige i seirbhís leanúnach leis an bhfostóir a dhífhostaigh é agus nach nithe dá dtagraítear in alt 6 (2) (f) den Acht seo ba chúis go hiomlán nó go formhór lena dhífhostú,
(b) fostaí a dífhostaíodh agus a raibh, ar dháta a dhífhostaithe nó roimh an dáta sin, an ghnáth-aois scoir d'fhostaithe an fhostóra chéanna i bhfostaíocht den tsamhail chéanna slánaithe aige nó ar dhuine é, ar an dáta sin, nár bhain na hAchtanna um Iocaíochtaí Iomarcaíochta, 1967 go 1973, leis mar gheall ar a aois,
(c) duine ar fostú ag céile, athair, máthair, seanathair, seanmháthair, leasathair, leasmháthair, mac, iníon, ua, banua, leasmhac, leasiníon, deartháir, deirfiúr, deartháir leasghaolmhar nó deirfiúr leasghaolmhar dá chuid, ar duine é de líon tí a fhostóra agus arb é a áit fostaíochta teach cónaí príobháideach nó feirm ina gcónaíonn an fostaí agus an fostóir,
(d) duine i bhfostaíocht mar chomhalta d'Oglaigh na hÉireann, an tArdabhcóide Breithiúnais, cathaoirleach Bhord Pinsean an Airm nó an gnáthchomhalta den Bhord sin nach oifigeach i gCór Liachta Oglaigh na hÉireann,
(e) comhalta den Gharda Síochána,
(f) duine (seachas duine ar fostú faoi chonradh fostaíochta) atá ag fáil liúntais oiliúna nó ag fáil teagaisc ón gComhairle Oiliúna nó atá ag fáil liúntais oiliúna agus ag fáil teagaisc ón gcomhlacht sin,
(g) duine ar fostú ag an gComhairle Oiliúna faoi chonradh printíseachta,
(h) duine ar fostú ag an Stát nó faoin Stát seachas daoine atá ainmnithe de thuras na huaire faoi alt 17 den Acht Caidrimh Thionscail, 1969,
(i) oifigigh d'údarás áitiúil chun críocha an Achta Rialtais Áitiúil, 1941,
(j) oifigigh do bhord sláinte, do choiste gairmoideachais a bunaíodh leis an Acht Oideachais Ghairme Beatha, 1930, nó do choiste talmhaíochta a bunaíodh leis an Acht Talmhaíochta, 1931.
(2) Ní bheidh feidhm ag an Acht seo i ndáil le—
(a) dífhostú i gcás ar fostaíocht faoi chonradh fostaíochta go ceann téarma shocraithe a rinneadh roimh an 16ú lá de Mheán Fómhair, 1976, an fhostaíocht agus gur mar gheall ar an téarma do dhul in éag gan é a athnuachan faoin gconradh céanna an dífhostú, nó
(b) dífhostú i gcás ar fostaíocht faoi chonradh fostaíochta go ceann téarma shocraithe nó chun críche sonraithe (is críoch de chineál go raibh teorainn le ré an chonartha ach nárbh fhéidir, tráth an chonartha a dhéanamh, a ré a chinntiú) an fhostaíocht agus gurbh é amháin ba chúis leis an dífhostú an téarma do dhul in éag gan é a athnuachan faoin gconradh sin nó scor na críche agus an conradh a bheith i scríbhinn, é a bheith sínithe ag an bhfostóir nó thar a cheann agus ag an bhfostaí agus foráil ann nach mbainfidh an tAcht seo le dífhostú arb é amháin a bheidh ann an t-éag nó an scor réamhráite.
(3) (a) Ní bheidh feidhm ag an Acht seo i ndáil le dífhostú fostaí ar lasmuigh den Stát a d'oibrigh sé de ghnáth faoin gconradh fostaíochta iomchuí mura rud é—
(i) gur sa Stát a bhí gnáthchónaí air in imeacht téarma an chonartha, nó
(ii) gur sa Stát a bhí sainchónaí air in imeacht téarma an chonartha, agus gurb amhlaidh don fhostóir—
(I) i gcás ar phearsa aonair an fostóir, gur sa Stát a bhí gnáthchónaí air in imeacht téarma an chonartha, nó
(II) i gcás ar chomhlacht corpraithe nó comhlacht neamhchorpraithe daoine an fostóir, gur sa Stát a bhí a phríomh-áit ghnó aige in imeacht téarma an chonartha.
(b) San fho-alt seo ciallaíonn “téarma an chonartha” an tréimhse go léir ón tráth a tosaíodh ar obair faoin gconradh go dtí tráth an dífhostaithe iomchuí.
(4) Beidh ag an gCéad Sceideal a ghabhann leis an Acht um Fhógra Iosta agus Téarmaí Fostaíochta, 1973, arna leasú le halt 20 den Acht seo, feidhm chun a fhionnadh, chun críocha an Achta seo, cad é tréimhse seirbhíse fostaí agus ar sheirbhís leanúnach an tseirbhís sin.
Dífhostú le linn promhaidh nó oiliúna.
3.—(1) Ní bheidh feidhm ag an Acht seo i ndáil le dífhostú fostaí i rith tréimhse dar tús tosach na fostaíochta agus é ar promhadh nó ag fáil oiliúna—
(a) más i scríbhinn dá chonradh fostaíochta, gur bliain nó faoina bhun ré an phromhaidh nó na hoiliúna agus go bhfuil an ré sin sonraithe sa chonradh, nó
(b) más roimh thosach feidhme an Achta seo a rinneadh a chonradh fostaíochta agus nárbh i scríbhinn don chonradh sin agus gur bliain nó faoina bhun ré an phromhaidh nó na hoiliúna.
(2) Ní bheidh feidhm ag an Acht seo i ndáil le dífhostú fostaí i rith tréimhse dar tús tosach na fostaíochta agus é ag fáil oiliúna chun go gcáileodh sé nó go gclárófaí é, cibé acu é, mar altra, poitigéir, cigire sláinte, teicneoir saotharlainne liachta, teiripí ceirde, fisiteiripí, teiripí urlabhra, raideagrafaí nó oibrí sóisialach.
Dífhostú le linn printíseachta.
4.—Ní bheidh feidhm ag an Acht seo i ndáil le dífhostú duine atá nó a bhí fostaithe faoi phrintíseacht reachtúil má tharlaíonn an dífhostú laistigh de 6 mhí tar éis tosach na printíseachta nó laistigh de mhí tar éis deireadh a bheith leis an bprintíseacht.
Dífhostú i modh frithdhúnaidh nó mar gheall ar pháirt a ghlacadh i stailc.
5.—(1) Measfar, chun críocha an Achta seo, nach dífhostú éagórach é fostaí a dhífhostú i modh frithdhúnaidh má thairgtear don fhostaí é a athfhostú nó a athfhruiliú ón dáta a atosófar ar obair.
(2) Measfar, chun críocha an Achta seo, gur dífhostú éagórach fostaí a dhífhostú mar gheall ar pháirt a ghlacadh i stailc nó i ngníomh tionscail eile, más rud é—
(a) nach ndearnadh fostaí nó fostaithe eile de chuid an fhostóra chéanna a ghlac páirt sa stailc nó sa ghníomh tionscail eile a dhífhostú mar gheall ar pháirt a ghlacadh amhlaidh, nó
(b) gur tairgeadh d'fhostaí nó d'fhostaithe eile díobh sin a dífhostaíodh mar gheall ar pháirt a ghlacadh amhlaidh go ndéanfaí iad a athfhostú nó a athfhruiliú ach nár tairgeadh é sin don fhostaí.
(3) Na tagairtí i míreanna (a), (b) agus (c) d'alt 7 (1) den Acht seo do dhífhostú, folaíonn siad, i gcás fostaithe a dífhostaíodh i modh frithdhúnaidh nó mar gheall ar pháirt a ghlacadh i stailc nó i ngníomh tionscail eile, tagairtí do mhainniú a thairiscint dóibh iad a athfhostú nó a athfhruiliú de réir aon chomhaontú arna dhéanamh ag an bhfostóir agus ag na fostaithe nó thar a gceann, nó, cheal comhaontú den sórt sin, ón dáta is luaithe ar uaidh a tairgeadh d'fhostaithe eile de chuid an fhostóra chéanna a ndearnadh frithdhúnadh orthu nó a ghlac páirt sa stailc nó sa ghníomh tionscail eile, nó do thromlach na bhfostaithe sin, go ndéanfaí iad a athfhostú nó a athfhruiliú.
(4) Tagairt san alt seo do thairiscint fostaí a athfhostú nó a athfhruiliú is tagairt í do thairiscint (arna déanamh ag an bhfostóir bunaidh nó ag comharba an fhostóra sin nó ag comhfhostóir) an fostaí sin a athfhostú sa phost a bhí aige díreach sular dífhostaíodh é ar na téarmaí agus na coinníollacha ar a raibh sé fostaithe díreach sular dífhostaíodh é maille le téarma go measfar an t-athfhostú tosú lá an dífhostaithe, nó é a athfhruiliú, sa phost a bhí aige díreach sular dífhostaíodh é nó i bpost eile a bheadh réasúnta oiriúnach dó, ar cibé téarmaí agus coinníollacha is téarmaí agus coinníollacha réasúnacha ag féachaint do na himthosca go léir.
(5) San alt seo—
ciallaíonn “frithdhúnadh” gníomh a dhéantar, in ionchas nó do chothú aighnis cheirde (de réir brí an Achta Caidrimh Thionscail, 1946) ag fostóir nó ag fostóirí is páirtithe nó nach páirtithe san aighneas, agus arb é gníomh é fostaí nó fostaithe a eisiamh as monarcha nó as monarchana, as oifig nó nó as oifigí nó as áit eile nó áiteanna eile oibre nó obair in áit nó áiteanna den sórt sin a fhionraí nó fostaíocht dream fostaithe a fhoirceannadh nó a fhionraí go comhchoitianta, go comhuaineach nó ar shlí eile go comhbhainteach;
ciallaíonn “an fostóir bunaidh”, i ndáil leis an bhfostaí, an fostóir a dhífhostaigh an fostaí.
Dífhostú éagórach.
6.—(1) Faoi réir forálacha an ailt seo, measfar, chun críocha an Achta seo, gur dífhostú éagórach dífhostú fostaí mura rud é, ag féachaint do na himthosca go léir, go raibh cúiseanna maithe leis an dífhostú.
(2) Gan dochar do ghinearáltacht fho-alt (1) den alt seo, measfar, chun críocha an Achta seo, gur dífhostú éagórach dífhostú fostaí más cúis amháin nó níos mó díobh seo a leanas a bhí go hiomlán nó go formhór leis:
(a) an fostaí bheith ina chomhalta, nó togra go dtiocfaidh sé féin nó duine eile chun bheith ina chomhalta, de cheardchumann nó de chomhlacht eiscthe faoi na hAchtanna Ceardchumann, 1941 agus 1971, nó é gabháil do ghníomhaíochtaí thar ceann ceardchumainn nó comhlachta den sórt sin, i gcás ar lasmuigh dá uaireanta oibre do na tráthanna a bheidh sé ag gabháil do na gníomhaíochtaí sin nó gur tráthanna iad le linn a uaire oibre ar cead dó, de bhun an chonartha fostaíochta idir é féin agus a fhostóir, bheith ag gabháil do na gníomhaíochtaí sin,
(b) tuairimí creidimh nó polaitíochta an fhostaí,
(c) imeachtaí sibhialta, atá ar siúl nó á mbagairt nó á mbeartú, i gcoinne an fhostóra a bhfuil nó a mbeidh an fostai ina pháirtí iontu nó arbh fhinné an fostaí nó ar dóigh dó bheith ina fhinné iontu,
(d) imeachtaí coiriúla i gcoinne an fhostóra, atá ar siúl nó á mbagairt nó á mbeartú, a ndearna an fostaí, nó ar bheartaigh nó ar bhagair an fostaí go ndéanfadh sé, i ndáil leo gearán nó ráiteas leis an údarás ionchúisimh nó le haon údarás eile a bhfuil baint nó gabháil aige le hionchúiseamh na n-imeachtaí nó a raibh an fostaí ina fhinné nó ar dóigh dó bheith ina fhinné iontu.
(e) cine nó dath an fhostaí,
(f) toirche an fhostaí nó nithe a bhaineann leis sin, mura rud é—
(i) nach raibh an fostaí ábalta, mar gheall ar an toirche nó nithe eile a bhain leis sin—
(I) an obair dar fostaíodh í a dhéanamh go leorcheart, nó
(II) leanúint den obair sin gan í féin nó a fostóir do shárú forála de chuid reachta nó de chuid ionstraime a rinneadh faoi reacht, agus
(ii) (I) nach raibh, tráth an dífhostaithe, aon fhostaíocht eile ag a fostóir a d'oirfeadh di agus a raibh folúntas ann ina leith, nó
(II) gur dhiúltaigh an fostaí malairt fostaíochta a thairg a fostóir di ar théarmaí agus coinníollacha ar comhréir le téarmaí agus coinníollacha na fostaíochta lenar bhain an dífhostú, ar thairiscint í a rinneadh le go bhféadfaí í a choimeád i bhfostaíocht a fostóra d'ainneoin toirche.
(3) Gan dochar do ghinearáltacht fho-alt (1) den alt seo, má dífhostaíodh fostaí mar gheall ar iomarcaíocht ach gur bhain na himthosca arb iad an iomarcaíocht iad go comhionann le fostaí nó fostaithe i bhfostaíocht den chineál céanna leis an bhfostóir ach nár dífhostaíodh agus—
(a) gur roghnaíodh an fostaí sin lena dhífhostú go hiomlán nó go formhór de bharr ní no nithe a shonraítear i bhfo-alt (2) den alt seo nó de bharr ní éigin eile nár chóir duine a dhífhostú dá bharr, nó
(b) gur roghnaíodh é lena dhífhostú contrártha do nós imeachta (is nós imeachta ar ar comhaontaíodh ag an bhfostóir nó thar a cheann agus ag an bhfostaí nó ag ceardchumann, nó ag comhlacht eiscthe faoi na hAchtanna Ceardchumann, 1941 agus 1971, a bhí á ionadú nó atá bunaithe le gnás agus le cleachtas na fostaíochta áirithe) a bhaineann le hiomarcaíocht agus nach raibh aon chúiseanna speisialta ann le himeacht ón nós imeachta sin,
ansin measfar, chun críocha an Achta seo, gur dífhostú éagórach an dífhostú.
(4) Gan dochar do ghinearáltacht fho-alt (1) den alt seo, measfar, chun críocha an Achta seo, nach dífhostú éagórach dífhostú fostaí más cúis amháin nó níos mó díobh seo a leanas a bhí go hiomlán nó go formhór leis:
(a) cumas, inniúlacht nó cáilíochtaí an fhostaí chun obair a dhéanamh den chineál ar fhostaigh an fostóir é lena dhéanamh,
(b) iompar an fhostaí,
(c) iomarcaíocht an fhostaí, agus
(d) an fostaí a bheith neamhábalta ar obair a dhéanamh nó leanúint d'obair a dhéanamh sa phost a bhí aige gan sárú a dhéanamh (aige féin nó ag a fhostóir) ar dhualgas nó srian arna fhorchur le haon reacht nó faoi aon reacht nó le haon ionstraim nó faoi aon ionstraim a rinneadh faoi reacht.
(5) (a) Gan dochar do ghinearáltacht fho-alt (1) den alt seo, measfar chun críocha an Achta seo nach dífhostú éagórach an tAire Cosanta do dhífhostú sibhialtach a bhí ar fostú le hOglaigh na hÉireann faoi alt 30 (1) (g) den Acht Cosanta, 1954, má shuitear gur chun an tslándáil náisiúnta a chaomhnú a dífhostaíodh é.
(b) Beidh deimhniú a airbheartóidh a bheith sínithe ag an Aire Cosanta agus a déarfaidh gur chun an tslándáil náisiúnta a chaomhnú a rinne an tAire Cosanta sibhialtach a bheidh ainmnithe sa deimhniú a dhífhostú as fostaíocht le hOglaigh na hÉireann faoi alt 30 (1) (g) den Acht Cosanta, 1954, ina fhianaise, chun críocha an Achta seo, ar na fíorais a bheidh sa deimhniú gan a thuilleadh cruthúnais.
(6) Le linn bheith á chinneadh chun críocha an Achta seo ar dhífhostú éagórach nó nárbh ea dífhostú fostaí, is ar an bhfostóir a bheidh sé a shuíomh gur ceann amháin nó níos mó de na hábhair a shonraítear i bhfo-alt (4) den alt seo ba chúis, go hiomlán nó go formhór, leis an dífhostú nó go raibh cúiseanna maithe eile leis an dífhostú.
(7) I gcás a suífear gur ceann amháin nó níos mó de na hábhair dá dtagraítear i bhfo-alt (2) (a) den alt seo is cúis, go hiomlán nó go formhór, le duine dá dtagraítear i mír (a) nó (b) d'alt 2 (1) nó in alt 3 nó 4 den alt seo a dhífhostú, ansin, ní bheidh feidhm ag fo-ailt (1) agus (6) den alt seo ná ag na hailt sin 2 (1), 3 agus 4 i ndáil leis an dífhostú.
Sásamh i ndífhostú éagórach.
7.—(1) I gcás a ndífhostófar fostaí agus gur dífhostú éagórach an dífhostú, beidh an fostaí i dteideal sásamh arb é sásamh é cibé acu seo a leanas a mheasfaidh an coimisinéir cirt, an Binse nó an Chúirt Chuarda, de réir mar bheidh, is iomchuí ag féachaint do na himthosca go léir:
(a) an fostóir d'athfhostú an fhostaí sa phost a bhí aige díreach sular dífhostaíodh é ar na téarmaí agus na coinníollacha ar a raibh sé fostaithe díreach sular dífhostaíodh é maille le téarma go measfar gur thosaigh an t-athfhostú lá an dífhostaithe, nó
(b) an fostóir d'athfhruiliú an fhostaí sa phost a bhí aige díreach sular dífhostaíodh é nó i bpost eile a bheadh réasúnta oiriúnach dó ar cibé téarmaí agus coinníollacha atá réasúnach ag féachaint do na himthosca go léir, nó
(c) an fostóir d'íoc cibé cúitimh (nach mó a mhéid ná luach saothair 104 sheachtain i leith na fostaíochta as ar dífhostaíodh é arna ríomh de réir rialacháin faoi alt 17 den Acht seo) leis an bhfostaí i leith aon chaillteanas airgid a thabhaigh sé agus is inchurtha i leith an dífhostaithe de réir mar is cóir agus is cothrom ag féachaint do na himthosca go léir.
(2) Gan dochar do ghinearáltacht fho-alt (1) den alt seo, le linn an méid cúitimh is iníoctha faoin bhfo-alt sin a bheith á chinneadh, tabharfar aird—
(a) ar a mhéid (más aon mhéid é) ab inchurtha an caillteanas airgid dá dtagraítear san fho-alt sin i leith gníomh, neamhghníomh nó iompar ar thaobh an fhostóra nó thar a cheann,
(b) ar a mhéid (más aon mhéid é) ab inchurtha an caillteanas airgid sin i leith gníomh, neamhghníomh nó iompar ar thaobh an fhostaí nó thar a cheann,
(c) ar na bearta (más aon bhearta iad) a rinne an fostaí nó, de réir mar a bheidh, ar é do mhainniú bearta a dhéanamh, leis an gcaillteanas réamhráite a mhaolú, agus
(d) ar a mhéid (más aon mhéid é) a chomhlíon nó nár chomhlíon an fostóir nó an fostaí aon nós imeachta den sórt dá dtagraítear in alt 14 (3) den Acht seo nó forálacha aon réim cleachtais i ndáil le nósanna imeachta maidir le dífhostú a cheadaigh an tAire.
(3) San alt seo—
folaíonn “caillteanas airgid”, i ndáil le dífhostú fostaí, aon dearbhchaillteanas agus aon chaillteanas ionchasach measta ioncaim is inchurtha i leith an dífhostaithe agus luach aon chaillteanais nó laghdaithe is inchurtha i leith an dífhostaithe, a bhain do chearta an fhostaí faoi na hAchtanna um Iocaíochtaí Iomarcaíochta, 1967 go 1973, nó i ndáil le haoisliúntas;
folaíonn “luach saothair” liúntais i modh pá agus sochair in ionad nó i dteannta pá.
Eilimh mar gheall ar dhífhostú éagórach a chinneadh.
8.—(1) Féadfaidh fostaí éileamh ar shásamh faoin Acht i gcoinne fostóra mar gheall ar dhífhostú éagórach a thabhairt os comhair coimisinéara cirt nó os comhair an Bhinse agus éistfidh an coimisinéir nó an Binse na páirtithe agus aon fhianaise is iomchuí maidir leis an éileamh a thabharfaidh siad agus, i gcás coimisinéara cirt, déanfaidh sé moladh i ndáil leis an éileamh, agus, i gcás an Bhinse, déanfaidh sé cinneadh i ndáil leis an éileamh.
(2) Déanfar éileamh ar shásamh faoin Acht seo a thionscnamh trí fhógra i scríbhinn (ina mbeidh cibé sonraí (más ann) a shonrófar i rialacháin faoi alt 17 den Acht seo arna ndéanamh chun críocha fho-alt (8) den alt seo) a thabhairt do choimisinéir cirt nó don Bhinse, cibé acu é, laistigh de 6 mhí ó dháta an dífhostaithe iomchuí agus tabharfar cóip den fhógra don fhostóir áirithe laistigh den tréimse chéanna.
(3) Ní éistfidh coimisinéir cirt éileamh ar shásamh faoin Acht seo—
(a) má bhíonn cinneadh i ndáil leis an éileamh déanta ag an mBinse, nó
(b) má thugann aon pháirtí lena mbainfidh fógra don choimisinéir i scríbhinn go bhfuil sé in aghaidh an t-éileamh a éisteacht ag coimisinéir cirt.
(4) (a) Mura gcuirfidh an fostóir moladh ó choimisinéir cirt i ndáil le héileamh ar shásamh faoin Acht seo i gcrích de réir téarmaí an mholta, féadfaidh an fostaí lena mbainfidh an t-éileamh a thabhairt os comhair an Bhinse faoi fho-alt (1) den alt seo.
(b) Tabharfar éileamh os comhair an Bhinse de bhua an fho-ailt seo trí fhógra i scríbhinn a thabhairt don Bhinse ina mbeidh cibé sonraí (más ann) a bheidh sonraithe i rialacháin faoi alt 17 den Acht seo a rinneadh chun críocha fho-alt (8) den alt seo.
(5) Faoi réir fho-alt (4) den alt seo, ní éistfidh an Binse éileamh ar shásamh faoin Acht seo (ach amháin i modh achomhairc in aghaidh moladh ó choimisinéir cirt)—
(a) má bhíonn moladh i ndáil leis an éileamh déanta ag coimisinéir cirt, nó
(b) mura dtabharfaidh ceann de na páirtithe lena mbainfidh fógra do choimisinéir cirt i scríbhinn go bhfuil sé in aghaidh an t-éileamh a éisteacht ag coimisinéir cirt.
(6) Déanfar imeachtaí faoin alt seo os comhair coimisinéara cirt á sheoladh ar dhóigh seachas go poiblí.
(7) Tabharfaidh coimisinéir cirt fógra don Bhinse faoi aon mholadh a dhéanfaidh sé faoin alt seo.
(8) Féadfaidh rialacháin faoi alt 17 den Acht seo socrú a dhéanamh do gach ní nó d'aon ní díobh seo a leanas agus d'aon ní a bheidh iarmhartach nó foghabhálach nó coimhdeach i ndáil leis an gcéanna—
(a) an nós imeachta a leanfar maidir le héileamh faoin alt seo nó achomhairc faoi alt 9 den Acht seo a thabhairt os comhair an Bhinse,
(b) tráthanna agus ionaid éisteachta an Bhinse,
(c) ionadaitheacht páirtithe a fhreastalóidh éisteachtaí an Bhinse,
(d) an nós imeachta maidir le héilimh agus achomhairc den sórt sin a dúradh a éisteacht ag an mBinse,
(e) cinntí an Bhinse a fhoilsiú agus a fhógairt,
(f) na sonraí a bheidh sna fógraí dá dtagraítear i bhfo-ailt (2) agus (4) den alt seo agus in alt 9 den Acht seo,
(g) dámhadh costas agus caiteachas ag an mBinse i ndáil le héilimh agus achomhairc den sórt sin a dúradh agus íoc na gcostas agus na gcaiteachas sin.
(9) Beidh feidhm ag alt 21 (2) den Acht Caidrimh Thionscail, 1946, i ndáil leis na himeachtaí go léir os comhair an Bhinse ionann is dá mba thagairtí don Bhinse na tagairtí san alt sin don Chúirt Oibreachais agus beidh feidhm ag fo-alt (17) d'alt 39 den Acht um Iocaíochtaí Iomarcaíochta, 1967, i ndáil le himeachtaí os comhair an Bhinse faoin Acht seo mar atá feidhm aige maidir le hábhair a tharchuirtear chuige faoin alt sin 39.
(10) Ní dhéanfar díospóid i ndáil le dífhostú is dífhostú éagórach chun críocha an Achta seo a tharchur chuig coimisinéir cirt faoi alt 13 (2) den Acht Caidrimh Thionscail, 1969.
Achomharc i gcoinne moladh ó choimisinéir cirt.
9.—(1) Féadfaidh páirtí lena mbainfidh achomharc a dhéanamh chun an Bhinse i gcoinne moladh ó choimisinéir cirt i ndáil le héileamh ar shásamh faoin Acht seo agus éistfidh an Binse na páirtithe agus aon fhianaise a bhainfidh leis an achomharc agus a thabharfaidh siad agus déanfaidh sé cinneadh i ndáil leis an achomharc.
(2) Déanfaidh páirtí achomharc faoin alt seo a thionscnamh trí fhógra i scríbhinn (ina mbeidh cibé sonraí (más ann) a shonrófar i rialacháin faoi alt 17 den Acht seo chun críocha alt 8 (8) de) a thabhairt don Bhinse, laistigh de 6 sheachtain ón dáta ar tugadh an moladh lena mbaineann sé do na páirtithe áirithe, agus déarfar ann go bhfuil ar intinn ag an bpáirtí áirithe achomharc a dhéanamh i gcoinne an mholta agus tabharfar cóip den fhógra don pháirtí áirithe eile laistigh de na 6 sheachtain sin.
Imeachtaí sa Chúirt Chuarda ag iarraidh sásaimh faoin Acht.
10.—(1) Má mhainníonn fostóir cinneadh ón mBinse le héileamh ar shásamh faoin Acht seo a chur i gcrích de réir téarmaí an chinnte laistigh de 6 sheachtain ón dáta a cuireadh an cinneadh i bhfios do na páirtithe, féadfaidh an tAire, más cuí leis sin a dhéanamh ag féachaint do na himthosca go léir, imeachtaí ag iarraidh sásaimh faoin Acht seo a thionscnamh agus a chothú sa Chúirt Chuarda ina ainm thar ceann an fhostaí i gcoinne an fhostóra.
(2) I gcás a gcinnfidh an Chúirt Chuarda in imeachtaí faoin alt seo go bhfuil fostaí i dteideal sásaimh faoin Acht seo, ordóidh sí don fhostóir áirithe an sásamh iomchuí a thabhairt don fhostaí áirithe.
(3) Aon chostais—
(a) a thabhóidh an tAire i ndáil le himeachtaí faoin alt seo, nó
(b) a thabhóidh an fostóir áirithe in aon imeachtaí den sórt sin,
agus a cheanglóidh an Chúirt Chuarda gurb é an tAire a íocfaidh iad, íocfaidh an tAire iad, agus ní bheidh an fostaí áirithe faoi aon dliteanas i ndáil le haon chostais den sórt sin.
(4) Féadfaidh páirtí lena mbainfidh achomharc a dhéanamh chun na Cúirte Cuarda i gcoinne aon chinneadh ón mBinse i ndáil le héileamh ar shásamh faoin Acht seo laistigh de 6 sheachtain ón dáta a cuireadh an cinneadh i bhfios do na páirtithe.
(5) Is sa chontae ina bhfuil gnáthchónaí ar an bhfostóir áirithe nó ina seolann sé aon ghairm, gnó nó slí bheatha a éistfear imeachtaí faoin alt seo.
(6) An tagairt i bhfo-alt (1) den alt seo do chinneadh ón mBinse, is tagairt í do chinneadh den sórt sin nach mbeidh, nuair a bheidh deireadh leis an am chun achomharc a dhéanamh i gcoinne an chinnte, aon chinneadh den sórt sin tugtha i ndáil leis.
Doiciméid a sheirbheáil ar chomhlachtaí.
11.—Aon toghairm nó doiciméad eile is gá a sheirbheáil chun críche nó i gcúrsa aon imeachtaí faoin Acht seo ar chomhlacht cor praithe nó ar chomhlacht neamhchorpraithe daoine, féadfar an céanna a sheirbheáil trína fhágáil in oifig chláraithe an chomhlachta sin chun críche Acht na gCuideachtaí, 1963, nó trína chur leis an bpost go dtí an oifig sin nó, mura bhfuil aon oifig den sórt sin ann, trína fhagáil in aon áit sa Stát ina seolann an comhlacht sin a ghnó nó trína chur leis an bpost go dtí an áit sin.
Forálacha a bhaineann le foirceannadh agus le féimheacht.
12.—(1) Beidh an cúiteamh go léir is iníoctha le fostai faoin Acht seo ag cuideachta a bheidh á foirceannadh ar áireamh na bhfiacha a bheidh, faoi alt 285 d'Acht na gCuideachtaí, 1963, le híoc i dtosaíocht ar gach fiach eile le linn sócmhainní na cuideachta a bheith á ndáileadh, agus beidh éifeacht dá réir leis an Acht sin, agus ní gá cruthúnas foirmiúil ar na fiacha dá dtabharfar tosaíocht faoin bhfo-alt seo ach amháin i gcásanna a bhforáiltear a mhalairt le rialacha faoin Acht sin.
(2) Beidh an cúiteamh go léir is iníoctha le fostaí faoin Acht seo ag féimheach nó ag féichiúnaí comhshocraíochta ar áireamh na bhfiacha a bheidh, faoi alt 4 den Preferential Payments in Bankruptcy (Ireland) Act, 1889, le híoc i dtosaíocht ar gach fiach eile le linn maoin an fhéimhigh nó an fhéichiúnaí comhshocraíochta, de réir mar a bheidh, a bheith á dáileadh, agus beidh éifeacht dá réir leis an Acht sin, agus ní gá cruthúnas foirmiúil ar na fiacha dá dtabharfar tosaíocht faoin bhfo-alt seo ach amháin i gcásanna a bhforáiltear a mhalairt le horduithe ginearálta faoin Acht sin.
Forálacha áirithe i gcomhaontuithe ar neamhní.
13.—Is foráil ar neamhní foráil i gcomhaontú (cibé acu is conradh fostaíochta é nó nach ea agus cibé acu roimh thosach feidhme an Achta seo nó dá éis sin a rinneadh é), a mhéid a airbheartaíonn sí feidhm aon fhorála den Acht seo a eisiamh nó a theorannú, nó a mhéid atá sí ar neamhréir le haon fhoráil den sórt sin.
Fógra d'fhostaithe i dtaobh an nós imeachta agus na forais a bhaineann le dífhostú.
14.—(1) Tabharfaidh fostóir, tráth nach déanaí ná 28 lá tar éis dó conradh fostaíochta a dhéanamh le fostaí, fógra i scríbhinn don fhostaí a inseoidh an nós imeachta a urramóidh an fostóir sula ndífhostóidh sé an fostaí agus chun an fostaí a dhífhostú.
(2) I gcás a n-athrófar an nós imeachta dá dtagraítear i bhfo-alt (1) den alt seo, déanfaidh an fostóir áirithe, laistigh de 28 lá tar éis don athrú éifeacht a ghlacadh, fógra i scríbhinn a inseoidh an nós imeachta arna athrú amhlaidh a thabhairt d'aon fhostaí lena mbainfidh.
(3) An tagairt i bhfo-alt (1) den alt seo do nós imeachta is tagairt í do nós imeachta ar ar comhaontaíodh ag an bhfostóir áirithe nó thar a cheann agus ag an bhfostaí áirithe nó ag ceardchumann, nó ag comhlacht eiscthe faoi na hAchtanna Ceardchumann, 1941 agus 1971, a bhí á ionadú nó atá bunaithe le gnás agus le cleachtas na fostaíochta áirithe, agus na tagairtí i bhfo-alt (2) den alt seo d'athrú ar an nós imeachta sin is tagairtí iad d'athrú ar ar chomhaontaigh an fostóir áirithe nó duine a bhí á ionadú agus ceardchumann, nó comhlacht eiscthe faoi na hAchtanna Ceardchumann, 1941 agus 1971, a bhí ag ionadú an fhostaí áirithe.
(4) I gcás a ndífhostófar fostaí, déanfaidh an fostóir, má iarrtar sin air, sonraí i scríbhinn faoi chúiseanna an dífhostaithe a thabhairt don fhostaí laistigh de 14 lá tar éis dáta an iarratais, ach le linn bheith á chinneadh chun críocha an Achta seo ar dhífhostú éagórach an dífhostú féadfar aon chúiseanna eile a chur i gcuntas ar cúiseanna maithe iad agus a thabharfadh gur dífhostú cóir an dífhostú.
Leigheasanna eile atá ag fostaí.
15.—(1) Ní dhéanfaidh aon ní san Acht seo, ar leith ón alt seo, dochar do cheart duine damáistí a ghnóthú faoin dlí coiteann mar gheall ar dhífhostú éagórach.
(2) I gcás a dtabharfaidh fostaí fógra i scríbhinn faoi alt 8 (2) den Acht seo maidir le dífhostú do choimisinéir cirt nó don Bhinse, ní bheidh sé i dteideal damáistí a ghnóthú faoin dlí coiteann mar gheall ar dhífhostú éagórach maidir leis an dífhostú sin.
(3) I gcás a dtionscnóidh fostaí, nó a dtionscnófar thar a cheann, imeachtaí le haghaidh damáistí faoin dlí coiteann mar gheall ar dhífhostú éagórach, ní bheidh an fostaí i dteideal sásaimh faoin Acht seo maidir leis an dífhostú lena mbainfidh na himeachtaí.
(4) Duine a ghlacfaidh sásamh a dámhadh faoi alt 9 nó 10 den Acht in aghaidh Idirdhealú (Pá), 1974, maidir le haon dífhostú, ní bheidh sé i dteideal sásamh a ghlacadh a dámhadh faoi alt 7 den Acht seo maidir leis an dífhostú sin agus duine a ghlacfaidh sásamh a dámhadh faoin alt sin 7 maidir le haon dífhostú ní bheidh sé i dteideal sásamh a ghlacadh a dámhadh faoin alt sin 9 nó 10 maidir leis an dífhostú sin.
Leasú ar an Acht le hordú ón Aire.
16.—(1) Féadfaidh an tAire le hordú alt 2 (1) den Acht seo a leasú ionas go sroiohfidh feidhm an Achta aon aicme fostaithe a shonraítear san alt sin nó cuid (arna shonrú i cibé slí agus faoi threoir cibé nithe is cuí leis an Aire) d'aon aicme den sórt sin.
(2) Féadfaidh an tAire le hordú mír (c) d'alt 7 (1) den Acht seo a leasú ionas go n-athróidh sé an méid uasta cúitimh dá dtagraítear sa mhír sin (c).
(3) Féadfaidh an tAire le hordú alt 2 (2), 3 nó 4 den Acht seo a leasú ionas go n-athróidh sé—
(a) feidhm an Achta seo i ndáil le dífhostú i gcás an fhostaíocht a bheith faoi chonradh fostaíochta go ceann téarma shocraithe nó chun críche sonraithe,
(b) na tréimhsí bliana a shonraítear san alt sin 3, nó
(c) an tréimhse 6 mhí agus an tréimhse míosa a shonraítear san alt sin 4, nó ceachtar de na tréimhsí sin.
(4) Féadfaidh an tAire, le hordú, arna dhéanamh le toiliú an Aire Sláinte, fo-alt (2) d'alt 3 den Acht seo a leasú ionas go sroichfidh feidhm an fho-ailt fostaíochtaí eile a bhaineann le míochaine nó le sláinte.
(5) Féadfaidh an tAire le hordú aon fhoráil den Acht seo a leasú ionas go gcomhlíonfar aon oibleagáidí idirnáisiúnta i ndáil le dífhostú atá cinnte ag an Stát a ghlacadh air féin.
(6) Féadfaidh cibé forálacha forlíontacha agus coimhdeacha a mheasfaidh an tAire a bheith riachtanach nó fóirsteanach a bheith in ordú faoin alt seo.
(7) Féadfaidh an tAire, le hordú, ordú faoin alt seo, lena n-áirítear ordú faoin bhfo-alt seo, a chúlghairm nó a leasú.
(8) I gcás a mbeartófar ordú a dhéanamh faoin alt seo leagfar dréacht de faoi bhráid gach Tí den Oireachtas agus ní dhéanfar an t-ordú go dtí go mbeidh rún ag ceadú an dréachta rite ag gach Teach díobh sin.
Rialacháin.
17.—(1) Féadfaidh an tAire rialacháin a dhéanamh chun críocha ailt 7 (1) (c) agus 8 (8) den Acht seo agus chun go bhféadfaidh lánéifeacht a bheith le haon fhorálacha eile den Acht seo.
(2) Féadfaidh rialacháin faoin alt seo cibé forálacha teagmhasacha, forlíontacha agus iarmhartacha a bheith iontu a mheasfaidh an tAire a bheith riachtanach chun críocha na rialachán.
(3) Gach rialachán a dhéanfar faoin alt seo leagfar é faoi bhráid gach Tí den Oireachtas a luaithe is féidir tar éis a dhéanta, agus má dhéanann ceachtar Teach acu sin laistigh den 21 lá a shuífidh an Teach sin tar éis an rialachán a leagan faoina bhráid, rún a rith ag neamhniú an rialacháin, beidh an rialachán ar neamhní dá réir sin, ach sin gan dochar do bhailíocht aon ní a rinneadh roimhe sin faoin rialachán.
An Binse Achomhairc Fostaíochta.
18.—An Binse Achomhairc Fostaíochta a ghairfear den bhinse a bunaíodh le halt 39 den Acht um Iocaíochtaí Iomarcaíochta, 1967, agus déanfar tagairtí don Bhinse Achomhairc Iomarcaíochta san Acht sin, agus in aon Acht eile ón Oireachtas agus in aon ionstraim a rinneadh faoi aon Acht ón Oireachtas, a fhorléiriú mar thagairtí don Bhinse Achomhairc Fostaíochta.
Airgead a aisioc a íocadh faoi na hAchtanna um Iocaíochtaí Iomarcaíochta, 1967 agus 1973.
19.—I gcás a ndeanfaidh fostóir fostaí a athfhostú nó a athfhruiliú de bhun cinneadh nó ordú faoin Acht seo i ndáil le dífhostú an fhostaí ag an bhfostóir, aisíocfaidh an duine a fuair aon íocaíochtaí faoi na hAchtanna um Iocaíochtaí Iomarcaíochta, 1967 agus 1973, i ndáil leis an dífhostú na híocaíochtaí sin leis an duine a d'íoc iad agus féadfaidh an duine deiridh sin iad a ghnóthú ón gcéad duine sin mar fhiach conartha shimplí in aon chúirt dlínse inniúla agus aon airgead a bheidh dlite agus ag dul d'aon duine faoi na hAchtanna sin i ndáil leis an dífhostú scoirfidh sé de bheith dlite nó ag dul dó.
Leasú ar an gCéad Sceideal a ghabhann leis an Acht um Fhógra Iosta agus Téarmaí Fostaíochta, 1973.
20.—Leasaítear leis seo an Chéad Sceideal a ghabhann leis an Acht um Fhógra Iosta agus Téarmaí Fostaíochta, 1973, trí na míreanna seo a leanas a chur in ionad míreanna 5 agus 7:
“5. Fostaí a éileoidh agus a gheobhaidh íocaíocht iomarcaíochta i leith asleagain nó gearr-ama, measfar gur fhág sé a fhostaíocht dá dheoin féin.
7. I gcás iomlán trádála, gnó nó gnóthais nó cuid den chéanna a aistriú chuig duine eile roimh dháta an Achta seo a rith nó dá éis, déanfar seirbhís fostaí sa trádáil, sa ghnó nó sa ghnóthas, nó sa chuid den chéanna, a aistríodh amhlaidh a ríomh mar chuid de sheirbhís an fhostaí leis an aistrí agus ní oibreoidh an t-aistriú chun leanúnachas seirbhís an fhostaí a bhriseadh.”.
Caiteachais.
21.—Déanfar na caiteachais a thabhóidh an tAire ag riaradh an Achta seo a íoc, a méid a cheadóidh an tAire Airgeadais, as airgead a sholáthróidh an tOireachtas.
Gearrtheideal agus tosach feidhme.
22.—(1) Féadfar an tAcht um Dhífhostú Eagórach, 1977, a ghairm den Acht seo.
(2) Tiocfaidh an tAcht seo i ngníomh cibé lá a cheapfaidh an tAire le hordú.
Na hAchtanna dá dTagraítear | |
An tAcht in aghaidh Idirhealú (Pá), 1974 | |
Preferential Payments in Bankruptcy (Ireland) Act, 1889 | 1889, c.60 |