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Uimhir 30 de 1998
AN tACHT UM SHAOIRE DO THUISMITHEOIRÍ, 1998
RIAR NA nALT
Réamhráiteach agus Ginearálta
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4. | Forálacha áirithe i gcomhaontuithe a bheith ar neamhní nó a mhodhnú. |
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Saoire do Thuismitheoirí agus Saoire Force Majeure.
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10. | Saoire do thuismitheoirí a iarchur, a chiorrú agus a athrú ag na páirtithe lena mbaineann. |
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Cearta Fostaíochta
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Díospóidí a Réiteach
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22. | Breitheanna ó choimisinéir um chearta agus cinntí ón mBinse a chur chun feidhme. |
Ilghnéitheach
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26. | Leathnú ar an Acht um Chosaint Fostaithe (Dócmhainneacht Fostóirí), 1984. |
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Na hAchtanna dá dTagraítear | |
An tAcht um Chosaint Mháithreachais, 1994 | 1994, Uimh. 34 |
Na hAchtanna um Fhógra Íosta agus Téarmaí Fostaíochta, 1973 go 1991 | |
An tAcht um Eagrú Ama Oibre, 1997 | 1997, Uimh. 20 |
An tAcht um Chosaint Fostaithe (Dócmhainneacht Fostóirí), 1984 | |
Na hAchtanna um Íocaíochtaí Iomarcaíochta, 1967 go 1991 | |
Na hAchtanna um Dhífhostú Éagórach, 1977 go 1993 | |
Uimhir 30 de 1998
AN tACHT UM SHAOIRE DO THUISMITHEOIRÍ, 1998
[An tiontú oifigiúil]
ACHT D'FHEIDHMIÚ THREOIR 96/34/CE AN 3 MEITHEAMH 1996 ÓN gCOMHAIRLE MAIDIR LEIS AN gCREAT-CHOMHAONTÚ UM SHAOIRE DO THUISMITHEOIRÍ ARNA THABHAIRT I gCRÍCH AG UNICE, CEEP AGUS AN ETUC, CHUN NA CRÍCHE SIN DO LEASÚ ACHTACHÁN ÁIRITHE AGUS DO DHÉANAMH SOCRÚ I dTAOBH NITHE GAOLMHARA. [8 Iúil, 1998]
ACHTAÍTEAR AG AN OIREACHTAS MAR A LEANAS:
CUID I
Réamhráiteach agus Ginearálta
Gearrtheideal agus tosach feidhme.
1.—(1) Féadfar an tAcht um Shaoire do Thuismitheoirí, 1998, a ghairm den Acht seo.
(2) Tiocfaidh an tAcht seo i ngníomh an 3ú lá de Nollaig, 1998.
Léiriú.
2.—(1) San Acht seo—
ciallaíonn “ordú uchtála” ordú faoi alt 9 den Acht Uchtála, 1952;
tá le “doiciméad daingniúcháin” an bhrí a shanntar dó le halt 9;
ciallaíonn “conradh fostaíochta”—
(a) conradh seirbhíse nó printíseachta, nó
(b) aon chonradh eile trína gcomhaontaíonn pearsa aonair le duine eile, a bhfuil gnó gníomhaireachta fostaíochta de réir bhrí an Achta um Ghníomhaireacht Fostaíochta, 1971, á sheoladh aige nó aici agus atá ag gníomhú i gcúrsa an ghnó sin, aon obair nó seirbhís a dhéanamh nó a chomhlíonadh go pearsanta do thríú duine (bíodh nó ná bíodh an tríú duine ina pháirtí nó ina páirtí sa chonradh),
cibé acu is conradh sainráite nó intuigthe é agus, i gcás é a bheith sainráite, cibé acu is conradh ó bhéal nó i scríbhinn é;
ciallaíonn “dáta”, i ndáil le doiciméad daingniúcháin, an dáta a síneoidh na páirtithe ann é nó an dáta is déanaí de na dátaí a síneofar amhlaidh é;
ciallaíonn “fostaí” duine d'aois ar bith a rinne conradh fostaíochta nó a oibríonn faoi chonradh fostaíochta (nó, i gcás deireadh a bheith leis an bhfostaíocht, a rinne conradh fostaíochta nó a d'oibrigh faoi chonradh fostaíochta), agus déanfar tagairtí, i ndáil le fostóir, d'fhostaí a fhorléiriú mar thagairtí d'fhostaí atá ar fostú ag an bhfostóir sin; agus, chun críocha an Achta seo, measfar duine a shealbhaíonn oifig faoin Stát nó i seirbhís an Stáit (lena n-áirítear comhalta den Gharda Síochána nó d'Óglaigh na hÉireann nó státseirbhíseach de réir bhrí Acht Rialuithe na Stát-Sheirbhíse, 1956) a bheith ina fhostaí nó ina fostaí atá ar fostú ag ceann (de réir bhrí an Achta um Shaoráil Faisnéise, 1997) an chomhlachta phoiblí (de réir na brí a dúradh) ina bhfuil sé nó sí ar fostú agus measfar oifigeach nó seirbhíseach d'údarás áitiúil, chun críocha an Achta Rialtais Áitiúil, 1941, nó d'údarás cuain, do bhord sláinte nó do choiste gairmoideachais a bheith ina fhostaí nó ina fostaí atá ar fostú ag an údarás, ag an mbord nó ag an gcoiste, de réir mar a bheidh;
maidir le “fostóir”—
(a) ciallaíonn sé, i ndáil le fostaí, an duine lena bhfuil conradh fostaíochta déanta ag an bhfostaí nó dá n-oibríonn an fostaí faoi chonradh fostaíochta (nó, i gcás deireadh a bheith leis an bhfostaíocht, lena raibh conradh fostaíochta déanta ag an bhfostaí nó dár oibrigh an fostaí faoi chonradh fostaíochta), faoi réir an agúis go measfar gurb é nó gurb í fostóir na pearsan aonair an duine a dhlíonn, faoi chonradh fostaíochta dá dtagraítear i mír (b) den mhíniú ar “conradh fostaíochta”, luach saothair na pearsan aonair lena mbaineann a íoc i leith na hoibre nó na seirbhíse lena mbaineann, agus
(b) folaíonn sé, i ndáil le fostaí, más cuí, comharba an fhostóra nó fostóir comhlachaithe de chuid an fhostóra;
déanfar “saoire force majeure” a fhorléiriú de réir alt 13(1);
ciallaíonn “post”, i ndáil le fostaí, an cineál oibre a bhfuil an fostaí ar fostú lena dhéanamh de réir a chonartha nó a conartha fostaíochta agus an cháil agus an áit ina bhfuil sé nó sí ar fostú;
ciallaíonn “an tAire” an tAire Dlí agus Cirt, Comhionannais agus Athchóirithe Dlí;
déanfar “saoire do thuismitheoirí” a fhorléiriú de réir alt 6(1);
ciallaíonn “forordaithe” forordaithe ag an Aire le rialacháin;
déanfar “comharba”, i ndáil le fostóir, a fhorléiriú de réir alt 15(1);
ciallaíonn “an Binse” an Binse Achomhairc Fostaíochta.
(2) Chun críocha an Achta seo, measfar beirt fhostóirí a bheith comhlachaithe más comhlacht corpraithe é ceann acu a bhfuil rialú ag an gceann eile air (cibé acu go díreach nó go neamhdhíreach) nó más comhlachtaí corpraithe iad araon a bhfuil rialú ag tríú duine orthu (cibé acu go díreach nó go neamhdhíreach) agus déanfar “fostóir comhlachaithe” a fhorléiriú dá réir sin.
(3) San Acht seo—
(a) aon tagairt do Chuid nó d'alt is tagairt í do Chuid nó d'alt den Acht seo, mura gcuirtear in iúl gur tagairt d'fhoráil éigin eile atá beartaithe,
(b) aon tagairt d'fho-alt, do mhír nó d'fhomhír is tagairt í d'fho-alt, do mhír nó d'fhomhír den fhoráil ina bhfuil an tagairt, mura gcuirtear in iúl gur tagairt d'fhoráil éigin eile atá beartaithe, agus
(c) aon tagairt d'aon achtachán forléireofar í mar thagairt don achtachán sin arna leasú, arna oiriúnú nó arna leathnú, cibé acu roimh an Acht seo a rith nó dá éis, le haon achtachán nó faoi aon achtachán dá éis.
(4) Beidh le focal nó abairt a úsáidtear san Acht seo agus a úsáidtear freisin i dTreoir 96/34/CE an 3 Meitheamh, 1996, ón gComhairle, an bhrí chéanna san Acht seo atá leis nó léi sa Treoir sin.
Rialacháin.
3.—(1) Féadfaidh an tAire—
(a) le rialacháin, foráil a dhéanamh le haghaidh aon ní dá dtagraítear san Acht seo mar ní atá forordaithe nó le forordú, agus
(b) rialacháin a dhéanamh i gcoitinne chun éifeacht a thabhairt don Acht seo agus, más rud é go dtarlóidh aon deacracht ar aon bhealach i rith na tréimhse dhá bhliain tar éis thosach feidhme an ailt seo maidir leis an Acht seo a thabhairt i ngníomh, féadfaidh an tAire, le rialacháin, aon ní a dhéanamh a ndealraíonn sé gur gá nó gur fóirsteanach é chun a chumasú lánéifeacht a bheith leis an Acht seo.
(2) Sula ndéanfaidh an tAire rialachán faoin Acht seo, rachaidh sé nó sí i gcomhairle le daoine a mheasann sé nó sí a bheith ionadaitheach d'fhostóirí i gcoitinne agus le daoine a mheasann sé nó sí a bheith ionadaitheach d'fhostaithe i gcoitinne i ndáil leis an rialachán.
(3) Féadfaidh cibé forálacha iarmhartacha, forlíontacha agus coimhdeacha a mheasfaidh an tAire is gá nó is fóirsteanach a bheith i rialachán faoin Acht seo.
(4) Gach rialachán a dhéanfar faoin Acht 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 d'aon ní a rinneadh roimhe sin faoin rialachán.
Forálacha áirithe i gcomhaontuithe a bheith ar neamhní nó a mhodhnú.
4.—(1) Is foráil ar neamhní foráil in aon chomhaontú 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 Acht seo.
(2) Maidir le foráil in aon chomhaontú ar foráil í is lú fabhar nó a thiocfaidh chun bheith ina foráil is lú fabhar i ndáil le fostaí ná teideal den tsamhail chéanna nó teideal comhréire a thugtar don fhostaí leis an Acht seo, measfar í a bheith modhnaithe ar shlí nach lú fabhar í.
(3) Ní fhorléireofar aon ní san Acht seo mar ní a thoirmisceann foráil is mó fabhar d'fhostaí ná aon fhoráil i gCodanna II go V a bheith i gcomhaontú.
(4) Aon tagairtí san alt seo do chomhaontú is tagairtí iad d'aon chomhaontú, cibé acu is conradh fostaíochta é nó nach ea agus cibé acu a rinneadh é roimh an Acht seo a rith nó dá éis.
Caiteachais.
5.—Déanfar aon chaiteachais a thabhóidh an tAire nó an tAire Fiontar, Trádála agus Fostaíochta ag riaradh an Achta seo a íoc, a mhéid a cheadóidh an tAire Airgeadais, as airgead a sholáthróidh an tOireachtas.
CUID II
Saoire do Thuismitheoirí agus Saoire Force Majeure
Teideal chun saoire do thuismitheoirí.
6.—(1) Faoi réir an Achta seo, beidh fostaí is tuismitheoir nádúrtha nó tuismitheoir uchtaíoch linbh i dteideal saoire óna fhostaíocht nó óna fostaíocht, ar a dtabharfar agus dá ngairtear “saoire do thuismitheoirí” san Acht seo, go ceann tréimhse 14 sheachtain oibre chun a chumasú dó nó di aire a thabhairt don leanbh.
(2) Ní bheidh feidhm ag an teideal chun saoire do thuismitheoirí ach amháin i leith linbh a shaolaítear an 3ú lá de Mheitheamh, 1996, nó dá éis, nó i leith linbh a bhfuil ordú uchtála déanta ina chás nó ina cás ar an dáta sin nó dá éis.
(3) Críochnóidh tréimhse saoire do thuismitheoirí—
(a) tráth nach déanaí ná an lá a mbeidh 5 bliana d'aois slánaithe ag an leanbh lena mbaineann, nó
(b) i gcás linbh is ábhar d'ordú uchtála agus a raibh 3 bliana d'aois slánaithe aige nó aici, ach nach raibh 8 mbliana d'aois slánaithe aige nó aici, ar dháta déanta an ordaithe sin nó roimhe, tráth nach déanaí ná deireadh na tréimhse 2 bhliain dar tosach an dáta sin.
(4) Ní thosóidh tréimhse saoire do thuismitheoirí roimh thráth a mbeidh bliain amháin d'fhostaíocht leanúnach críochnaithe ag an bhfostaí lena mbaineann leis an bhfostóir a bhfuil an tsaoire á tógáil óna fhostaíocht nó óna fostaíocht.
(5) Faoi réir an Achta seo, beidh fostaí i dteideal saoire do thuismitheoirí in aghaidh gach linbh gur tuismitheoir nádúrtha nó tuismitheoir uchtaíoch é nó í ina leith.
(6) Faoi réir an Achta seo, beidh tuismitheoir uchtaíoch, ar tuismitheoir nádúrtha an linbh lena mbaineann é nó í freisin, i dteideal saoire do thuismitheoirí mar thuismitheoir nádúrtha, ach ní mar thuismitheoir uchtaíoch, i leith an linbh.
(7) I gcás go mbeidh beirt thuismitheoirí linbh i dteideal saoire do thuismitheoirí i leith an linbh, ní bheidh ceachtar de na tuismitheoirí i dteideal na saoire do thuismitheoirí de chuid an tuismitheora eile ná ní fhéadfaidh ceachtar acu aon chuid dá thréimhse nó dá tréimhse saoire do thuismitheoirí a aistriú chun an tuismitheora eile.
(8) D'ainneoin fho-alt (4), i gcás nach mbeidh bliain amháin d'fhostaíocht leanúnach críochnaithe ag fostaí lena fhostóir nó lena fostóir ar an lá is déanaí chun tréimhse saoire do thuismitheoirí a thosú, ag féachaint d'fho-alt (3), ach go mbeidh 3 mhí fostaíochta den sórt sin críochnaithe aige nó aici ar an lá is déanaí chun tréimhse saoire den sórt sin dá bhforáiltear leis an bhfo-alt seo a thosú, beidh an duine, faoi réir an Achta seo, i dteideal saoire do thuismitheoirí ar feadh tréimhse seachtaine amháin in aghaidh gach míosa d'fhostaíocht leanúnach a bheidh críochnaithe aige nó aici leis an bhfostóir tráth tosaithe na saoire.
(9) San alt seo ciallaíonn “tuismitheoir uchtaíoch”, i ndáil le leanbh, duine a mbeidh ordú uchtála i leith an linbh déanta ina fhabhar nó ina fabhar agus ar ordú é atá i bhfeidhm.
An modh ina bhféadfar saoire do thuismitheoirí a thógáil.
7.—(1) Faoi réir an Achta seo, féadfaidh gurb é a bheidh i saoire do thuismitheoirí—
(a) tréimhse leanúnach 14 sheachtain, nó
(b) le comhaontú an fhostóra nó ionadaithe de chuid an fhostóra agus fostóirí eile agus an fhostaí nó ionadaithe de chuid an fhostaí agus fostaithe eile, líon tréimhsí a gcuimsíonn gach ceann acu—
(i) lá amháin nó níos mó ar a mbeadh an fostaí, murach an tsaoire, ag obair san fhostaíocht lena mbaineann,
(ii) uair an chloig nó níos mó a mbeadh an fostaí, murach an tsaoire, ag obair lena linn san fhostaíocht lena mbaineann, nó
(iii) aon tréimhsí dá dtagraítear i bhfomhíreanna (i) agus (ii), i dteannta a chéile.
(2) (a) Maidir le saoire do thuismitheoirí a thógfaidh fostaí de bhun fho-alt (1) (b), is saoire a bheidh inti a fhágfaidh gurb ionann an líon uaireanta an chloig a mbeadh an fostaí, murach an tsaoire, ag obair lena linn san fhostaíocht lena mbaineann agus—
(i) an líon uaireanta an chloig ar oibrigh an fostaí lena linn san fhostaíocht lena mbaineann i cibé tréimhse leanúnach 14 sheachtain roimh thosach na saoire a chinnfidh an fostaí lena mbaineann agus an fostóir, nó
(ii) má mhainníonn an fostaí agus an fostóir tréimhse a chinneadh chun críocha fhomhír (i), 14 oiread an mheánlín uaireanta an chloig sa tseachtain ar oibrigh an fostaí lena linn san fhostaíocht i ngach ceann de na tréimhsí 14 sheachtain dar críoch díreach roimh thosach gach seachtaine ina dtógann sé nó sí aon chuid den tsaoire.
(b) Le linn tréimhse 14 sheachtain dá dtagraítear i mír (a) a chinneadh, déanfar laethanta saoire (lena n-áirítear laethanta saoire poiblí) atá an fostaí lena mbaineann ina dteideal, nó laethanta ar a bhfuil sé nó sí as láthair ón obair ar shaoire bhreoiteachta, ar shaoire mháithreachais, ar shaoire uchtaíoch, nó ar shaoire force majeure, a eisiamh agus áireofar líon comhréire laethanta díreach roimh thosach na tréimhse agus measfar gur am a chaith an fostaí ag obair san fhostaíocht lena mbaineann aon am a chaith sé nó sí ar shaoire do thuismitheoirí.
(3) I gcás go mbeidh fostaí i dteideal saoire do thuismitheoirí i leith níos mó ná leanbh amháin agus nach leanaí a rugadh in ilbhreith iad na leanaí lena mbaineann, ní mó, gan toiliú an fhostóra, an tréimhse saoire do thuismitheoirí a thógfaidh sé nó sí in aon tréimhse 12 mhí ná an tréimhse dá bhforáiltear i bhfo-alt (1).
(4) (a) I gcás aon lá saoire (seachas lá saoire poiblí), a bhfuil fostaí ina theideal, a bheith ann le linn tréimhse saoire do thuismitheoirí de chuid an fhostaí agus sin ar lá a mbeadh an fostaí (murach an tsaoire agus an lá saoire) ag obair san fhostaíocht lena mbaineann, tógfar an lá saoire cibé tráth eile a chinnfidh an fostóir lena mbaineann de bhun alt 20 den Acht um Eagrú Ama Oibre, 1997.
(b) I gcás aon lá saoire poiblí, a bhfuil fostaí ina theideal, a bheith ann le linn tréimhse saoire do thuismitheoirí de chuid an fhostaí agus sin ar lá a mbeadh an fostaí (murach an tsaoire agus an lá saoire) ag obair san fhostaíocht lena mbaineann, cuirfear lá leis an tréimhse saoire do thuismitheoirí atá an fostaí i dteideal a thógáil.
Fógra i dtaobh saoire do thuismitheoirí.
8.—(1) Nuair a bheartóidh fostaí saoire do thuismitheoirí a thógáil, déanfaidh sé nó sí, a luaithe is indéanta le réasún ach tráth nach déanaí ná 6 sheachtain roimh thosach na saoire, fógra i scríbhinn faoina bhfuil beartaithe aige nó aici a thabhairt dá fhostóir nó dá fostóir.
(2) Sonrófar i bhfógra faoi fho-alt (1) dáta tosaithe na saoire do thuismitheoirí lena mbaineann mar aon lena fad agus an modh ina mbeartaítear í a thógáil agus déanfaidh an fostaí lena mbaineann an fógra a shíniú.
(3) Roimh dháta an doiciméid daingniúcháin lena mbaineann, féadfaidh fostaí, trí fhógra i scríbhinn arna shíniú aige nó aici agus arna thabhairt dá fhostóir nó dá fostóir, fógra a thug sé nó sí faoi fho-alt (1) a chúlghairm agus, má dhéanann an fostaí amhlaidh, ní bheidh sé nó sí i dteideal saoire do thuismitheoirí a thógáil an tráth a shonraítear san fhógra deiridh sin a luaitear.
(4) D'ainneoin fho-alt (1), i gcás go ndéanfaidh fostaí, atá i dteideal saoire do thuismitheoirí ach nach bhfuil fo-alt (1) comhlíonta aige nó aici i ndáil leis an tsaoire, saoire a thógáil a airbheartóidh a bheith ina saoire do thuismitheoirí, féadfaidh an fostóir, dá rogha féin, an tsaoire a áireamh mar shaoire do thuismitheoirí agus beidh feidhm ag an Acht seo dá réir sin.
(5) Coinneoidh fostóir fógra a bheidh tugtha dó nó di faoin alt seo agus tabharfaidh sé nó sí cóip de don fhostaí lena mbaineann agus coinneoidh an fostaí í.
(6) Maidir le fostaí ag a mbeidh fógra tugtha dá fhostóir nó dá fostóir faoi fho-alt (1), déanfaidh sé nó sí, má iarrann an fostóir amhlaidh, cibé fianaise a theastóidh uaidh nó uaithi le réasún a thabhairt dó nó di—
(a) i gcás linbh a bhfuil ordú uchtála i bhfeidhm ina leith, i ndáil leis na tuismitheoirí uchtaíocha, i ndáil le dáta breithe an linbh agus le dáta déanta an ordaithe, agus
(b) i gcás aon linbh eile, i ndáil leis an bhfostaí is tuismitheoir an linbh agus le dáta breithe an linbh.
Saoire do thuismitheoirí a dhaingniú.
9.—(1) I gcás go mbeidh fógra faoi alt 8(1) tugtha ag fostaí dá fhostóir nó dá fostóir, déanfaidh siad, tráth nach déanaí ná 4 sheachtain roimh thosach na saoire do thuismitheoirí lena mbaineann, doiciméad (dá ngairtear “doiciméad daingniúcháin” san Acht seo) ina sonrófar dáta tosaithe na saoire, fad na saoire agus an modh ina dtógfar í, a ullmhú agus a shíniú.
(2) I gcás go n-áireofar saoire mar shaoire do thuismitheoirí de bhun alt 8(4), déanfaidh an fostóir agus an fostaí lena mbaineann, a luaithe is féidir, doiciméad daingniúcháin i ndáil leis an tsaoire a ullmhú agus a shíniú.
(3) Coinneoidh fostóir doiciméad daingniúcháin a bheidh sínithe aige nó aici agus tabharfaidh sé nó sí cóip de don fhostaí lena mbaineann agus coinneoidh an fostaí í.
Saoire do thuismitheoirí a iarchur, a chiorrú agus a athrú ag na páirtithe lena mbaineann.
10.—(1) Faoi réir an Achta seo, nuair a bheidh doiciméad daingniúcháin ullmhaithe agus sínithe de réir alt 9, ní bheidh an fostaí lena mbaineann i dteideal oibriú san fhostaíocht lena mbaineann le linn na tréimhse saoire do thuismitheoirí a bheidh sonraithe sa doiciméad.
(2) D'ainneoin fho-alt (1), más rud é, tar éis dáta doiciméid daingniúcháin (cibé acu a thosaigh nó nár thosaigh an tréimhse saoire do thuismitheoirí lena mbaineann sé), go gcomhaontóidh an fostóir lena mbaineann nó comharba an fhostóra sin agus an fostaí lena mbaineann amhlaidh, féadfar an tsaoire nó cuid di a iarchur go dtí cibé tráth ar a gcomhaontófar amhlaidh, féadfar tréimhse na saoire sin a chiorrú i cibé slí agus a mhéid ar a gcomhaontófar nó féadfar foirm na saoire a athrú i cibé slí ar a gcomhaontófar, agus i gcás den sórt sin leasófar an doiciméad daingniúcháin dá réir sin.
(3) I gcás go gciorrófar saoire do thuismitheoirí faoi fho-alt (2) nó faoi Chuid IV, féadfar an tsaoire do thuismitheoirí nach dtógtar de bhíthin an chiorraithe a thógáil cibé tráth eile ar a gcomhaontóidh na páirtithe lena mbaineann.
Saoire do thuismitheoirí a iarchur ag an bhfostóir.
11.—(1) Faoi réir an ailt seo, i gcás go mbeidh fógra faoi alt 8(1) tugtha ag fostaí dá fhostóir nó dá fostóir agus gur deimhin leis an bhfostóir, i gcás go dtógfaí an tsaoire do thuismitheoirí an tráth a shonraítear san fhógra, go ndéanfaí mórdhochar d'oibriú ghnó, ghairm nó shlí bheatha an fhostóra de bhíthin athruithe séasúracha ar mhéid na hoibre lena mbaineann, de bhíthin gan duine a bheith ar fáil chun dualgais an fhostaí san fhostaíocht a chomhlíonadh, de bhíthin chineál na ndualgas sin, de bhíthin líon na bhfostaithe san fhostaíocht nó de bhíthin líon na bhfostaithe ar laistigh den tréimhse a shonraítear san fhógra sin a bheidh a dtréimhsí, nó codanna dá dtréimhsí, saoire do thuismitheoirí nó de bhíthin aon nithe iomchuí eile, féadfaidh an fostóir, trí fhógra i scríbhinn a thabharfar don fhostaí tráth nach déanaí ná 4 sheachtain roimh thosach beartaithe na saoire, tosach na saoire a iarchur go dtí cibé tráth, nach déanaí ná 6 mhí tar éis an dáta tosaithe a shonraítear san fhógra iomchuí faoi alt 8(1), ar a gcomhaontóidh an fostóir agus an fostaí.
(2) Sula dtabharfaidh fostóir fógra faoin alt seo d'fhostaí, rachaidh sé nó sí i gcomhairle leis an bhfostaí i ndáil le hiarchur beartaithe na saoire do thuismitheoirí.
(3) I bhfógra faoi fho-alt (1), beidh ráiteas i bhfoirm achomair maidir leis na forais chun tosach na saoire do thuismitheoirí lena mbaineann a iarchur.
(4) Ní fhéadfar tosach na saoire do thuismitheoirí i leith linbh áirithe a iarchur níos mó ná uair amháin faoin alt seo mura foras leis an iarchur a dhéanamh athrú séasúrach ar mhéid na hoibre lena mbaineann; agus, i gcás gur foras é sin leis an iarchur a dhéanamh, ní fhéadfar an tosach sin i leith linbh áirithe a iarchur níos mó ná dhá uair.
(5) Níl feidhm ag fo-alt (1) maidir le saoire do thuismitheoirí ar shínigh na páirtithe lena mbaineann doiciméad daingniúcháin i ndáil léi.
(6) Más rud é, de bharr tosach na saoire do thuismitheoirí a iarchur faoin alt seo agus dá bharr sin amháin—
(a) go mbeidh 5 bliana d'aois slánaithe ag an leanbh lena mbaineann, nó
(b) i gcás linbh is ábhar d'ordú uchtála agus a raibh 3 bliana d'aois slánaithe aige nó aici, ach nach raibh 8 mbliana d'aois slánaithe aige nó aici, ar dháta déanta an ordaithe sin nó roimhe, go rachaidh an tréimhse 2 bhliain dar tosach an dáta sin in éag le linn na tréimhse saoire do thuismitheoirí a mbeidh an fostaí lena mbaineann ina teideal,
ansin, measfar, chun críocha an Achta seo, gur tharla an slánú nó, de réir mar a bheidh, an dul in éag réamhráite tar éis dheireadh na tréimhse saoire do thuismitheoirí réamhráite.
(7) Coinneoidh fostóir cóip d'fhógra faoin alt seo a bheidh tugtha aige nó aici d'fhostaí dá chuid nó dá cuid agus coinneoidh an fostaí an fógra.
(8) San alt seo, folaíonn tagairtí do shaoire do thuismitheoirí tagairtí do thréimhse saoire do thuismitheoirí a shonraítear in alt 7(1)(b).
Saoire do thuismitheoirí a mhí-úsáid.
12.—(1) Tugtar teideal chun saoire do thuismitheoirí faoi réir an choinníll go n-úsáidfear í chun aire a thabhairt don leanbh lena mbaineann.
(2) I gcás go mbeidh forais réasúnacha ag fostóir chun a chreidiúint nach bhfuil fostaí dá chuid nó dá cuid atá ar shaoire do thuismitheoirí ag úsáid na saoire chun aire a thabhairt don leanbh lena mbaineann, féadfaidh an fostóir, trí fhógra i scríbhinn arna thabhairt don fhostaí, an tsaoire a fhoirceannadh agus beidh ráiteas i bhfoirm achomair san fhógra maidir leis na forais chun an tsaoire a fhoirceannadh agus déanfar an lá a shonrú ann (is lá nach déanaí ná dáta dheireadh thréimhse na saoire a shonraítear sa doiciméad daingniúcháin lena mbaineann ná, faoi réir an cheanglais sin roimhe seo, nach luaithe ná 7 lá tar éis dháta fála an fhógra ag an bhfostaí lena mbaineann).
(3) I gcás go ndéanfar saoire do thuismitheoirí a fhoirceannadh faoi fho-alt (2), fillfidh an fostaí lena mbaineann ar a fhostaíocht nó ar a fostaíocht ar an lá a shonrófar san fhógra faoin bhfo-alt sin lena mbaineann agus measfar nach saoire do thuismitheoirí aon tréimhse idir dáta an fhillte sin agus dáta dheireadh thréimhse na saoire a shonraítear sa doiciméad daingniúcháin lena mbaineann.
(4) I gcás go dtabharfaidh fostaí fógra faoi alt 8(1) dá fhostóir nó dá fostóir agus go mbeidh forais réasúnacha ag an bhfostóir chun a chreidiúint nach bhfuil an fostaí i dteideal na saoire do thuismitheoirí lena mbaineann, féadfaidh an fostóir, trí fhógra i scríbhinn arna thabhairt don fhostaí, diúltú an tsaoire a dheonú don fhostaí agus, má dhéanann an fostóir amhlaidh, ní bheidh an fostaí i dteideal an tsaoire do thuismitheoirí lena mbaineann a thógáil.
(5) I bhfógra faoi fho-alt (4) beidh ráiteas i bhfoirm achomair maidir leis na forais chun diúltú an tsaoire do thuismitheoirí lena mbaineann a dheonú.
(6) I gcás go mbeartóidh fostóir fógra faoi fho-alt (2) nó (4) a thabhairt d'fhostaí dá chuid nó dá cuid, déanfaidh an fostóir, sula dtabharfaidh sé nó sí an fógra, fógra i scríbhinn faoina bhfuil beartaithe aige nó aici a thabhairt don fhostaí agus beidh ráiteas i bhfoirm achomair san fhógra maidir leis na forais chun an tsaoire do thuismitheoirí lena mbaineann a fhoirceannadh, nó, de réir mar a bheidh, chun diúltú í a dheonú, mar aon le ráiteas go bhféadfaidh an fostaí, laistigh de 7 lá tar éis an fógra a fháil, uiríoll a dhéanamh chun an fhostóra i ndáil lena bhfuil beartaithe; agus déanfaidh an fostóir aon uiríll den sórt sin a dhéanfaidh fostaí chun fostóra laistigh den tréimhse réamhráite a bhreithniú sula gcinnfidh sé nó sí an dtabharfaidh sé nó sí fógra faoi fho-alt (2), nó de réir mar a bheidh, faoi fho-alt (4) don fhostaí.
(7) Coinneoidh duine fógra faoin alt seo a bheidh tugtha dó nó di agus cóip d'fhógra faoin alt seo a bheidh tugtha aige nó aici.
Saoire ar fhorais force majeure.
13.—(1) Beidh fostaí i dteideal saoire le pá óna fhostaíocht nó óna fostaíocht, ar a dtabharfar agus dá ngairtear “saoire force majeure” san Acht seo, más rud é, ar chúiseanna práinneacha teaghlaigh, de dheasca díobhála do dhuine nó breoiteachta duine a shonraítear i bhfo-alt (2), nach féidir déanamh gan an fostaí a bheith láithreach san áit a bhfuil an duine, cibé acu ina theach nó ina teach féin nó in áit eile.
(2) Is iad na daoine dá dtagraítear i bhfo-alt (1)—
(a) duine arb é nó arb í an fostaí a thuismitheoir nó a tuismitheoir nó a thuismitheoir uchtaíoch nó a tuismitheoir uchtaíoch,
(b) céile an fhostaí nó duine lena bhfuil an fostaí in aontíos mar fhearchéile nó mar bhanchéile,
(c) duine dá bhfuil an fostaí in loco parentis,
(d) deartháir nó deirfiúr don fhostaí,
(e) tuismitheoir, seanathair nó seanmháthair de chuid an fhostaí, agus
(f) daoine de cibé aicme nó aicmí eile (más ann) a fhorordófar.
(3) Nuair a thógann fostaí saoire force majeure, déanfaidh sé nó sí, a luaithe is indéanta le réasún ina dhiaidh sin, trí fhógra san fhoirm fhorordaithe arna thabhairt dá fhostóir nó dá fostóir, a dhearbhú go bhfuil saoire den sórt sin tógtha aige nó aici agus sonrófar san fhógra na dátaí ar ar tógadh í agus beidh ráiteas ann maidir leis na fíorais a thugann teideal chun saoire force majeure don fhostaí.
(4) Is é a bheidh i saoire force majeure lá amháin nó níos mó ar a mbeadh an fostaí, murach an tsaoire, ag obair san fhostaíocht lena mbaineann ach ní mó í ná 3 lá in aon tréimhse 12 mhí chomhleanúnacha nó 5 lá in aon tréimhse 36 mhí chomhleanúnacha.
(5) Measfar, chun críocha fho-alt (4), maidir le lá nach mbeidh fostaí as láthair ón obair ar shaoire force majeure i bhfostaíocht ach ar feadh cuid den tréimhse a gceanglaítear air nó uirthi oibriú san fhostaíocht lena linn an lá sin, gur lá amháin de shaoire force majeure é an lá sin.
CUID III
Cearta Fostaíochta
Cearta fostaíochta a chosaint.
14.—(1) Le linn d'fhostaí a bheith ar shaoire do thuismitheoirí, measfar, chun gach críche a bhaineann lena fhostaíocht nó lena fostaíocht (seachas a cheart nó a ceart chun luach saothair nó sochair aoisliúntais a fháil nó aon cheanglas ranníocaí a íoc san fhostaíocht nó i leith na fostaíochta), an fostaí a bheith ag obair fós san fhostaíocht agus ní dhéanfaidh an tsaoire difear d'aon cheart eile dá chuid nó dá cuid a bhaineann leis an bhfostaíocht.
(2) Ní dhéileálfar le hasláithreacht fhostaí ó fhostaíocht, le linn dó nó di a bheith ar shaoire do thuismitheoirí, mar chuid d'aon saoire eile ón bhfostaíocht (lena n-áirítear saoire bhreoiteachta, saoire bhliantúil, saoire uchtaíoch, saoire mháithreachais agus saoire force majeure) a mbeidh an fostaí lena mbaineann ina teideal.
(3) Más rud é—
(a) go dtógfaidh fostaí saoire do thuismitheoirí, ar fostaí é nó í atá ar promhadh ina fhostaíocht nó ina fostaíocht nó atá faoi oiliúint i ndáil leis an bhfostaíocht sin nó atá ar fostú faoi chonradh printíseachta, agus
(b) go measfaidh a fhostóir nó a fostóir nach mbeadh asláithreacht an fhostaí ón bhfostaíocht le linn dó nó di a bheith ar shaoire do thuismitheoirí ag teacht le leanúnachas an phromhaidh, na hoiliúna nó na printíseachta,
féadfaidh an fostóir a cheangal go bhfionrófar an promhadh, an oiliúint nó an phrintíseacht le linn thréimhse na saoire do thuismitheoirí agus go gcríochnóidh an fostaí é no í i ndeireadh na tréimhse sin.
(4) Le linn d'fhostaí a bheith ar shaoire force majeure, measfar, chun gach críche a bhaineann lena fhostaíocht nó lena fostaíocht, an fostaí a bheith ag obair fós san fhostaíocht lena mbaineann agus ní dhéanfaidh an tsaoire difear d'aon cheart dá chuid nó dá cuid a bhaineann leis an bhfostaíocht.
(5) Ní dhéileálfar le hasláithreacht fhostaí ó fhostaíocht, le linn dó nó di a bheith ar shaoire force majeure, mar chuid d'aon saoire eile ón bhfostaíocht (lena n-áirítear saoire bhreoiteachta, saoire bhliantúil, saoire uchtaíoch, saoire mháithreachais agus saoire do thusimitheoirí) a mbeidh an fostaí lena mbaineann ina teideal.
Dul ar ais ag obair.
15.—(1) Ar éag do thréimhse saoire do thuismitheoirí (arb í, i gcás saoire do thuismitheoirí a bheith foirceanta faoi alt 12, an tréimhse í a shonraítear sa doiciméad daingniúcháin lena mbaineann) (“an tréimhse”), beidh an fostaí lena mbaineann i dteideal dul ar ais ag obair—
(a) leis an bhfostóir lena raibh sé nó sí ag obair díreach roimh thosach na tréimhse nó, más rud é, le linn don fhostaí a bheith as láthair ón obair, gur tharla athrú nó athruithe úinéireachta ar an ngnóthas ina raibh sé nó sí fostaithe díreach sula raibh sé nó sí as láthair, leis an úinéir ar éag don tréimhse (“an comharba”),
(b) sa phost a bhí ag an bhfostaí díreach roimh thosach na tréimhse, agus
(c) faoin gconradh fostaíochta a raibh an fostaí fostaithe faoi díreach roimh thosach na tréimhse nó, i gcás ar tharla athrú úinéireachta den sórt dá dtagraítear i mír (a), faoi chonradh fostaíochta leis an gcomharba is ionann agus an conradh a raibh an fostaí fostaithe faoi díreach roimh an tosach sin, agus (i gceachtar cás) faoi théarmaí nó coinníollacha nach lú fabhar don fhostaí ná na téarmaí agus na coinníollacha a bheadh infheidhme ina chás nó ina cás murach go raibh sé nó sí as láthair amhlaidh ón obair.
(2) Chun críocha fho-alt (1) (b), más rud é nárbh é gnáthphost an fhostaí nó an post is iondúil a bhíodh ag an bhfostaí an post a bhí ag fostaí díreach roimh thosach tréimhse saoire do thuismitheoirí atá sé nó sí ina teideal, beidh sé nó sí i dteideal dul ar ais ag obair sa ghnáthphost nó sa phost is iondúil a bhíodh aige nó aici, nó sa phost sin, a luaithe is indéanta gan an fostaí nó an fostóir do shárú aon fhorála de reacht nó aon fhorála arna déanamh faoi reacht.
(3) Más rud é, mar gheall ar stopadh san obair nó scor d'obair in áit fostaíochta fostaí, a bheidh ann ar éag do thréimhse saoire do thuismitheoirí a bheidh tógtha ag an bhfostaí, gur míréasúnach a bheith ag súil go rachadh an fostaí ar ais ag obair ar an dul in éag sin, féadfaidh an fostaí, ina ionad sin, dul ar ais ag obair nuair a atosófar ar an obair san áit fostaíochta tar éis an stoptha nó an scoir, nó a luaithe is indéanta le réasún tar éis an atosaithe sin.
Ceart chun fostaíochta eile.
16.—(1) I gcás teideal a bheith ag fostaí dul ar ais ag obair de bhun alt 15 ach nach indéanta le réasún don fhostóir a cheadú don fhostaí dul ar ais ag obair de réir an ailt sin, beidh an fostaí i dteideal go ndéanfaidh a fhostóir nó a fostóir fostaíocht oiriúnach eile faoi chonradh nua fostaíochta a thairiscint dó nó di.
(2) Is obair oiriúnach eile chun críocha an Achta seo obair faoi chonradh nua fostaíochta más rud é—
(a) gur obair í de shaghas atá oiriúnach i ndáil leis an bhfostaí lena mbaineann agus is iomchuí don fhostaí a dhéanamh sna himthosca, agus
(b) maidir le téarmaí nó coinníollacha an chonartha a bhaineann leis an áit ina gceanglaítear an obair faoi a dhéanamh, leis an gcáil ina bhfostófar an fostaí lena mbaineann agus le haon téarmaí nó coinníollacha eile fostaíochta, nach lú fabhar go substaintiúil don fhostaí iad ná téarmaí agus coinníollacha a chonartha nó a conartha fostaíochta díreach roimh thosach na tréimhse a raibh sé nó sí as láthair ón obair le linn dó nó di a bheith ar shaoire do thuismitheoirí.
CUID IV
Díospóidí a Réiteach
“Díospóid”.
17.—Sa Chuid seo—
déanfar “díospóid” a fhorléiriú de réir alt 18.
Díospóidí a tharchur chuig coimisinéir um chearta.
18.—(1) Níl feidhm ag an gCuid seo maidir le comhalta d'Óglaigh na hÉireann.
(2) Aon díospóid nó easaontas idir fostaí agus a fhostóir nó a fostóir a bhaineann le teidil an fhostaí faoin Acht seo (nó le haon ní a éiríonn as teidil den sórt sin nó a bhaineann leo nó a éiríonn ar shlí eile faoin Acht seo) seachas díospóid nó easaontas—
(a) a bhaineann le dífhostú as fostaíocht, lena n-áirítear dífhostú de réir bhrí na nAchtanna um Dhífhostú Éagórach, 1977 go 1993,
(b) arb é atá ann nó inti ceist a bhfuil feidhm ag alt 39(15) den Acht um Íocaíochtaí Iomarcaíochta, 1967, maidir léi, nó
(c) ar díospóid í a bhfuil feidhm ag alt 11 den Acht um Fhógra Íosta agus Téarmaí Fostaíochta, 1973, maidir léi,
féadfaidh ceachtar de na páirtithe sin an díospóid nó an t-easaontas sin a tharchur chuig coimisinéir um chearta, agus sna forálacha ina dhiaidh seo den Chuid seo ciallaíonn “díospóid” díospóid nó easaontas a tharchuirtear nó a fhéadfar a tharchur mar a dúradh.
(3) Éistfidh coimisinéir um chearta na páirtithe i ndíospóid agus glacfaidh sé nó sí aon fhianaise iomchuí a thabharfaidh ceachtar díobh.
(4) Déanfar tarchur faoi fho-alt (2) trí fhógra i scríbhinn, ina mbeidh cibé sonraí (más ann) a fhorordófar, a thabhairt do choimisinéir um chearta agus tabharfaidh an coimisinéir cóip den fhógra don pháirtí eile sa díospóid.
(5) Tabharfar fógra faoi fho-alt (4) a luaithe is féidir le réasún tar éis don díospóid lena mbaineann tarlú agus, ar aon chor, tráth nach déanaí ná 6 mhí tar éis don díospóid tarlú.
(6) Déanfar imeachtaí os comhair coimisinéara um chearta faoin alt seo a sheoladh ar dhóigh seachas go poiblí.
(7) Déanfaidh coimisinéir um chearta cóip de gach breith a thabharfaidh sé nó sí faoin gCuid seo a thabhairt don Bhinse.
Achomharc i gcoinne breithe ó choimisinéir um chearta.
19.—(1) Féadfaidh páirtí lena mbaineann achomharc a dhéanamh chun an Bhinse i gcoinne breithe nó ordacháin ó choimisinéir um chearta faoi alt 21 agus glacfaidh an Binse aon fhianaise iomchuí a thabharfaidh páirtí sa díospóid.
(2) Déanfaidh páirtí sa díospóid lena mbaineann achomharc faoin alt seo a thionscnamh trí fhógra i scríbhinn, ina mbeidh cibé sonraí (más ann) a fhorordófar, a thabhairt don Bhinse a luaithe is féidir agus, ar aon chor, tráth nach déanaí ná 4 sheachtain ón dáta ar tugadh an bhreith don pháirtí agus tabharfaidh an Binse cóip den fhógra don pháirtí eile lena mbaineann a luaithe is féidir tar éis don Bhinse an fógra a fháil.
(3) Aon duine a bhfuil a fhianaise nó a fianaise tugtha nó á tabhairt nó le tabhairt os comhair an Bhinse, nó a thabharfaidh doiciméad ar aird don Bhinse nó a chuirfidh doiciméad chuig an mBinse, de bhun fógra faoi fho-alt (4), nó a gceanglaítear air nó uirthi le fógra den sórt sin fianaise a thabhairt nó doiciméad a thabhairt ar aird don Bhinse nó freastal os comhair an Bhinse agus, san áit sin, fianaise a thabhairt nó doiciméad a thabhairt ar aird, beidh sé nó sí i dteideal na bpribhléidí agus na ndíolúintí céanna amhail is dá mba fhinné os comhair na hArd-Chúirte an duine.
(4) Féadfaidh an Binse, trí fhógra chuige sin a thabhairt i scríbhinn, a cheangal ar aon duine freastal os comhair an Bhinse ar dháta agus ag tráth agus in áit a shonrófar san fhógra agus, san áit sin, fianaise a thabhairt agus aon doiciméad a bheidh ina sheilbh nó ina seilbh, nó faoina chumhacht nó faoina cumhacht, agus a shonrófar san fhógra, a thabhairt ar aird, nó aon doiciméad a bheidh ina sheilbh nó ina seilbh, nó faoina chumhacht nó faoina cumhacht, agus a shonrófar san fhógra, a chur chuig an mBinse, nó a cheangal ar dhuine a bheidh ag freastal os comhair an Bhinse de bhun fógra faoin bhfo-alt seo aon doiciméad a bheidh ina sheilbh nó ina seilbh, nó faoina chumhacht nó faoina cumhacht, agus a shonrófar sa cheanglas, a thabhairt ar aird don Bhinse.
(5) Beidh feidhm ag míreanna (a) agus (e) d'fho-alt (17) d'alt 39 den Acht um Íocaíochtaí Iomarcaíochta, 1967, chun críocha an ailt seo mar atá feidhm aige chun críocha an ailt sin 39 fara an modhnú go gcuirfear “£1,500” in ionad “£150” agus fara aon mhodhnuithe eile is gá.
(6) Féadfaidh an tAire imeachtaí i leith ciona faoin bhfo-alt sin (17), mar a chuirtear i bhfeidhm leis an alt seo é, a thionscnamh agus a thabhairt ar aghaidh.
(7) Má thugann duine fianaise bhréagach os comhair an Bhinse in imeachtaí faoin alt seo in imthosca de shórt a d'fhágfadh go mbeadh an duine, dá mba rud é gur thug an duine an fhianaise os comhair cúirte, ciontach i mionnú éithigh, beidh an duine ciontach i gcion agus dlífear, ar é nó í a chiontú ar díotáil sa chion sin, na pionóis a bhaineann le mionnú éithigh a chur air nó uirthi.
Achomharc chun na hArd-Chúirte ar phonc dlí.
20.—(1) Féadfaidh an Binse ceist dlí a éireoidh in imeachtaí os a chomhair faoin gCuid seo a tharchur chun na hArd-Chúirte chun go ndéanfaidh sí cinneadh ina leith.
(2) Féadfaidh páirtí in imeachtaí os comhair an Bhinse faoin gCuid seo achomharc a dhéanamh chun na hArd-Chúirte i gcoinne cinnidh ón mBinse ar phonc dlí.
Sásamh.
21.—(1) Ar dhíospóid a éisteacht, déanfaidh coimisinéir um chearta nó an Binse—
(a) i gcás coimisinéara um chearta, breith a thabhairt i ndáil leis an díospóid, nó
(b) i gcás an Bhinse, cinneadh a dhéanamh i ndáil leis an díospóid,
agus féadfaidh an coimisinéir um chearta nó an Binse, sa bhreith nó sa chinneadh, de réir mar a bheidh, cibé ordacháin a thabhairt do na páirtithe lena mbaineann a mheasfaidh an coimisinéir um chearta nó an Binse, de réir mar a bheidh, is gá nó is fóirsteanach chun an díospóid a réiteach.
(2) Faoi fho-alt (1), féadfaidh an coimisinéir um chearta nó an Binse cibé sásamh a ordú don pháirtí lena mbaineann a mheasfaidh an coimisinéir um chearta nó an Binse, de réir mar a bheidh, a bheith cuí, ag féachaint do na himthosca go léir agus d'fhorálacha an Achta seo, agus a shonróidh an coimisinéir um chearta nó an Binse, lena n-áirítear ceachtar díobh seo a leanas nó iad araon:
(a) saoire do thuismitheoirí a dheonú a mbeidh cibé fad inti, agus a thógfar cibé tráth nó tráthanna agus i cibé slí, a shonrófar amhlaidh,
(b) dámhachtain cúitimh i bhfabhar an fhostaí lena mbaineann agus a bheidh le híoc ag an bhfostóir lena mbaineann.
(3) Beidh i gcúiteamh faoi fho-alt (2) (b) cibé méid a mheasfaidh an coimisinéir um chearta nó an Binse a bheith cóir agus cothromasach ag féachaint do na himthosca go léir ach ní rachaidh sé thar luach saothair 20 seachtain i leith fhostaíocht an fhostaí arna ríomh i cibé slí a fhorordófar.
(4) Is i scríbhinn a bheidh an bhreith ó choimisinéir um chearta nó an cinneadh ón mBinse agus cuirfidh an coimisinéir um chearta nó an Binse, de réir mar a bheidh, an bhreith nó an cinneadh sin i bhfios do na páirtithe.
(5) Féadfaidh coimisinéir um chearta nó an Binse, má mheasann an coimisinéir nó an Binse gur réasúnach sin a dhéanamh, ag féachaint do bhreoiteacht nó d'éagumas eile an fhostaí lena mbaineann nó d'aon imthoisc eile, a ordú go dtógfar saoire do thuismitheoirí tráth nach mbeidh de réir alt 6(3).
(6) Gan dochar do ghinearáltacht fho-ailt (1) agus (2), más rud é, ar tharchur faoi alt 18(2) nó ar achomharc faoi alt 19(1), gur deimhin le coimisinéir um chearta nó leis an mBinse, i gcás go dtógfaí an tsaoire do thuismitheoirí an tráth a shonraítear san fhógra faoi alt 8(1) lena mbaineann, go ndéanfaí mórdhochar de bhíthin aon cheann de na nithe a shonraítear in alt 11(1), féadfaidh an coimisinéir nó an Binse, de réir mar a bheidh, má mheasann an coimisinéir nó an Binse gur réasúnach sin a dhéanamh, a ordú go ndéanfar tosach na saoire a iarchur ar feadh tréimhse sonraithe (cibé acu is í an tréimhse í a shonraítear san fhógra iomchuí faoi alt 11(1) nó nach ea).
(7) Gan dochar do ghinearáltacht fho-ailt (1) agus (2), más rud é, ar tharchur faoi alt 18(2) nó ar achomharc faoi alt 19(1), go measfaidh coimisinéir um chearta nó an Binse gur réasúnach sin a dhéanamh mar gheall ar mhórathrú tromchúiseach ar aon imthosca a dhéanann difear don fhostóir nó don fhostaí, féadfaidh an coimisinéir nó an Binse a ordú go ndéanfar tréimhse na saoire do thuismitheoirí lena mbaineann a chiorrú nó foirm na saoire sin a athrú nó tosach na saoire sin a iarchur ar feadh tréimhse sonraithe nó go ndéanfar saoire do thuismitheoirí, nach dtógtar mar gheall ar chiorrú mar a dúradh, a thógáil tráth a shonrófar.
(8) Más cuí, déanfaidh na páirtithe sa doiciméad daingniúcháin lena mbaineann é a leasú chun go mbeidh sé de réir breithe, cinnidh nó ordacháin faoin alt seo.
(9) San alt seo folaíonn “luach saothair” liúntais i modh pá agus sochair in ionad nó i dteannta pá.
Breitheanna ó choimisinéir um chearta agus cinntí ón mBinse a chur chun feidhme.
22.—(1) (a) Má mhainníonn nó má dhiúltaíonn duine breith ó choimisinéir um chearta faoin gCuid seo (“breith”), nó cinneadh ón mBinse faoin Acht seo (“cinneadh”), a chomhlíonadh, déanfaidh an Chúirt Chuarda, ar iarratas chuige sin chuici—
(i) ón bpáirtí eile lena mbaineann, nó
(ii) ón Aire, má tá sé nó sí den tuairim gur cuí é sin a dhéanamh ag féachaint do na himthosca go léir,
ordú á ordú don pháirtí sin an bhreith nó an cinneadh a chomhall de réir théarmaí na breithe nó an chinnidh sin.
(b) I mír (a), an tagairt do bhreith nó do chinneadh is tagairt í do bhreith nó do chinneadh, de réir mar a bheidh, den sórt sin nach mbeidh, ar éag don tráth chun achomharc a dhéanamh ina coinne nó ina choinne, aon achomharc den sórt sin déanta i ndáil léi nó leis nó, más rud é go ndearnadh achomharc den sórt sin, gur tréigeadh é.
(2) D'ainneoin fho-alt (1), más rud é, in imeachtaí faoin bhfo-alt sin, gur deimhin leis an gCúirt Chuarda nach bhféadfaí, de bharr imeacht aimsire, ordú faoin bhfo-alt sin a chomhlíonadh, déanfaidh an Chúirt sin ordú lena bhforálfar do cibé sásamh a mheasfaidh sí a bheith cuí ag féachaint d'fhorálacha an Achta seo agus do na himthosca go léir.
(3) In ordú faoin alt seo lena bhforálfar do chúiteamh a íoc, féadfaidh an Chúirt Chuarda, má mheasann sí gur cuí é sin a dhéanamh sna himthosca go léir, a ordú don fhostóir lena mbaineann ús ar an gcúiteamh, de réir an ráta dá dtagraítear in alt 22 d'Acht na gCúirteanna, 1981, a íoc leis an bhfostaí lena mbaineann i leith na tréimhse go léir nó aon chuid den tréimhse dar tosach 4 sheachtain tar éis an dáta a gcuirtear an bhreith nó an cinneadh lena mbaineann i bhfios do na páirtithe agus dar críoch dáta an ordaithe.
(4) Déanfar imeachtaí faoin alt seo a éisteacht sa chontae ina bhfuil gnáthchónaí ar an bhfostóir iomchuí nó ina seolann sé nó sí aon ghairm, gnó nó slí bheatha.
CUID V
Ilghnéitheach
Fógraí.
23.—(1) Féadfar fógra nó doiciméad eile a thabhairt do dhuine chun críocha imeachtaí faoin Acht seo trína sheachadadh ar an duine nó trí chóip de a chur leis an bpost cláraithe réamhíoctha i gclúdach a bheidh dírithe chuig an duine ag an áit chónaithe nó ag an áit ghnó is deireanaí is eol a bheith ag an duine.
(2) I gcás cuideachta a bhfuil feidhm ag Acht na gCuideachtaí, 1963, maidir léi, féadfar doiciméad den sórt sin a thabhairt trína sheachadadh, nó trí chóip de a chur leis an bpost cláraithe réamhíoctha i gclúdach a bheidh dírithe chuig an gcuideachta ag a hoifig chláraithe.
(3) I gcás comhlachta chorpraithe nach bhfuil feidhm ag fo-alt (2) maidir leis nó i gcás comhlachta neamhchorpraithe daoine, féadfar doiciméad den sórt sin a thabhairt trí chóip de a chur chuig an gcomhlacht ag aon áit sa Stát ina seolann sé gnó nó i cibé slí eile ina bhféadfar toghairm thionscnaimh a sheirbheáil ar an gcomhlacht faoi rialacha cúirte.
(4) Féadfaidh coimisinéir um chearta, má mheasann sé nó sí gur réasúnach é sin a dhéanamh ag féachaint do na himthosca go léir, tréimhse shonraithe (nach faide ná 6 sheachtain) a chur mar fhadú leis an tréimhse ama a gceanglaítear fógra faoin Acht seo (seachas alt 19(2)) a thabhairt lena linn.
(5) Féadfaidh an Binse, má mheasann sé gur réasúnach é sin a dhéanamh ag féachaint do na himthosca go léir, tréimhse shonraithe a chur mar fhadú leis an tréimhse ama a gceanglaítear fógra faoi alt 19(2) a thabhairt lena linn.
(6) Féadfar am a fhadú faoi fho-alt (4) nó (5) tar éis an tréimhse ama lena mbaineann a bheith caite.
Foirceannadh agus féimheacht.
24.—(1) Le linn dáileadh a dhéanamh ar shócmhainní cuideachta a bheidh á foirceannadh, áireofar ar na fiacha a bheidh, faoi alt 285 d'Acht na gCuideachtaí, 1963, le híoc i dtosaíocht ar gach fiach eile, aon chúiteamh is iníoctha faoin Acht seo ag an gcuideachta le fostaí, agus beidh éifeacht dá réir sin leis an Acht sin, agus ní éileofar cruthúnas foirmiúil ar na fiacha dá dtugtar tosaíocht faoin bhfo-alt seo ach amháin i gcásanna ina bhforálfar a mhalairt le rialacha cúirte.
(2) Le linn dáileadh a dhéanamh ar mhaoin féimhigh nó féichiúnaí comhshocraíochta, áireofar ar na fiacha a bheidh, faoi alt 81 den Acht Féimheachta, 1988, le híoc i dtosaíocht ar gach fiach eile, aon chúiteamh is iníoctha faoin Acht seo ag an bhféimheach nó ag an bhféichiúnaí comhshocraíochta, de réir mar a bheidh, le fostaí, agus beidh éifeacht dá réir sin leis an Acht sin, agus ní éileofar cruthúnas foirmiúil ar na fiacha dá dtugtar tosaíocht faoin bhfo-alt seo ach amháin i gcásanna ina bhforálfar a mhalairt le rialacha cúirte.
Leasú ar achtacháin.
25.—(1) Leasaítear leis seo an tAcht um Íocaíochtaí Iomarcaíochta, 1967, tríd an gclásal seo a leanas a chur in ionad chlásal (d) (a cuireadh isteach leis an Acht um Chosaint Mháithreachais, 1994) i mír 5(1) de Sceideal 3:
“(d) tréimhse a bhfuil an fostaí as láthair ón obair ar a feadh le linn dó nó di a bheith ar shaoire chosantach, ar asláithreacht chúraim breithe de réir bhrí Chuid IV den Acht um Chosaint Mháithreachais, 1994, ar shaoire do thuismitheoirí nó ar shaoire force majeure.”.
(2) Leasaítear leis seo alt 6 den Acht um Dhífhostú Éagórach, 1977—
(a) tríd an mír seo a leanas a chur isteach i ndiaidh mhír (d) i bhfo-alt (2):
“(dd) an fostaí d'fheidhmiú an chirt chun saoire do thuismitheoirí nó chun saoire force majeure faoi réim agus de réir an Achta um Shaoire do Thuismitheoirí, 1998, nó an feidhmiú sin a bheith beartaithe aige nó aici,”,
agus
(b) tríd an bhfo-alt seo a leanas a chur isteach i ndiaidh fho-alt (2A) (a cuireadh isteach leis an Acht um Chosaint Mháithreachais, 1994):
“(2B) Níl feidhm ag ailt 3 agus 4 maidir le cás a thagann faoi réim fho-alt (2)(dd) agus, chun críche na míre sin, folaíonn ‘fostaí’ duine a bheadh eisiata murach sin ón Acht seo le mír (a), (c), (f) nó (g) d'alt 2(1).”.
(3) Maidir le fostaí atá i dteideal dul ar ais ag obair san fhostaíocht lena mbaineann de réir alt 15 ach nach gceadaíonn a fhostóir nó a fostóir dó nó di é sin a dhéanamh—
(a) measfar gur dífhostaíodh an fostaí sin ar an dáta a raibh sé nó sí i dteideal dul ar ais ag obair mar a dúradh agus measfar, chun críocha na nAchtanna um Dhífhostú Éagórach, 1977 go 1993, gur dhífhostú éagórach an dífhostú, mura rud é, ag féachaint do na himthosca go léir, go raibh cúiseanna maithe leis an dífhostú,
(b) measfar, chun críocha na nAchtanna um Íocaíochtaí Iomarcaíochta, 1967 go 1991, gur dífhostaíodh an fostaí sin de bhíthin iomarcaíochta ar an dáta réamhráite, agus
(c) measfar, chun críocha na nAchtanna um Fhógra Íosta agus Téarmaí Fostaíochta, 1973 go 1991, go ndearnadh a chonradh nó a conradh fostaíochta lena fhostóir nó lena fostóir a fhoirceannadh ar an dáta réamhráite.
(4) Leasaítear leis seo an tAcht um Eagrú Ama Oibre, 1997—
(a) in alt 15, tríd an mír seo a leanas a chur isteach i ndiaidh mhír (a) i bhfo-alt (4):
“(aa) aon tréimhse a raibh an fostaí as láthair ón obair ar a feadh le linn dó nó di a bheith ar shaoire do thuismitheoirí nó ar shaoire force majeure,”,
agus
(b) in alt 16, tríd an mír seo a leanas a chur isteach i ndiaidh mhír (c) i bhfo-alt (5):
“(cc) aon tréimhse a raibh an fostaí as láthair ón obair ar a feadh le linn dó nó di a bheith ar shaoire do thuismitheoirí nó ar shaoire force majeure,”.
(5) Leasaítear leis seo an tAcht um Chomhionannas Fostaíochta, 1998, tríd an mír seo a leanas a chur isteach i ndiaidh mhír (b) in alt 39:
“(bb) faisnéis a sholáthar don phobal ar oibriú an Achta um Shaoire do Thuismitheoirí, 1998,”.
Leathnú ar an Acht um Chosaint Fostaithe (Dócmhainneacht Fostóirí), 1984.
26.—(1) Déanfar alt 6 den Acht um Chosaint Fostaithe (Dócmhainneacht Fostóirí), 1984 (mar a leasaíodh leis an Acht um Chosaint Mháithreachais, 1994), a leasú de réir an ailt seo.
(2) Cuirfear an méid seo a leanas in ionad chlásal (II) i bhfo-alt (2)(a)(v)—
“(II) de bhua breithe, cinnidh nó ordaithe faoi Chuid V den Acht um Chosaint Mháithreachais, 1994, nó faoi Chuid IV den Acht um Shaoire do Thuismitheoirí, 1998,”.
(3) I bhfo-alt (4)(c)—
(a) cuirfear an méid seo a leanas in ionad fhomhír (iv) (seachas clásail (I) agus (II) den fhomhír sin)—
“(iv) Ní dhéanfar aon íocaíocht faoin alt seo i leith méid lena mbaineann breith faoi Chuid V den Acht um Chosaint Mháithreachais, 1994, nó faoi Chuid IV den Acht um Shaoire do Thuismitheoirí, 1998, mura rud é—”,
agus
(b) cuirfear an méid seo a leanas in ionad fhomhír (v) (seachas clásail (I) agus (II) den fhomhír sin)—
“(v) Ní dhéanfar aon íocaíocht faoin alt seo i leith méid lena mbaineann cinneadh faoi Chuid V den Acht um Chosaint Mháithreachais, 1994, nó faoi Chuid IV den Acht um Shaoire do Thuismitheoirí, 1998, mura rud é—”.
Taifid.
27.—(1) Déanfaidh fostóir taifead ar an tsaoire do thuismitheoirí agus ar an tsaoire force majeure a thógann a fhostaithe nó a fostaithe, ina dtaispeánfar tréimhse fostaíochta gach fostaí agus na dátaí agus na tráthanna a raibh gach fostaí ar shaoire do thuismitheoirí nó ar shaoire force majeure.
(2) Déanfaidh an fostóir lena mbaineann taifead arna dhéanamh faoin alt seo a choimeád go ceann tréimhse 8 mbliana agus, má shonraíonn an tAire foirm na dtaifead sin (agus cumhachtaítear leis seo dó nó di é sin a dhéanamh) is san fhoirm sin, nó i bhfoirm a mbeidh an éifeacht chéanna léi, a bheidh an taifead.
(3) Aon fhógraí, nó aon chóipeanna d'fhógraí, a cheanglaítear leis an Acht seo ar dhuine a choimeád, coimeádfaidh an duine iad go ceann tréimhse bliana.
(4) Aon fhostóir a sháróidh fo-alt (1) nó (2) den alt seo, beidh sé nó sí ciontach i gcion agus, ar é nó í a chiontú go hachomair, dlífear fíneáil nach mó ná £1,500 a chur air nó uirthi.
(5) Féadfaidh cigire (de réir bhrí an Achta um Eagrú Ama Oibre, 1997), chun críocha an ailt seo, aon cheann de na cumhachtaí a thugtar dó nó di leis an Acht sin a fheidhmiú.
(6) Féadfaidh an tAire imeachtaí i leith ciona faoin alt seo a thionscnamh agus a thabhairt ar aghaidh.
Athbhreithniú ar an Acht.
28.—Déanfaidh an tAire, tráth nach luaithe ná 2 bhliain agus nach déanaí ná 3 bliana tar éis thosach feidhme an Achta seo, tar éis dul i gcomhairle le daoine a mheasann sé nó sí a bheith ionadaitheach d'fhostóirí i gcoitinne agus le daoine a mheasann sé nó sí a bheith ionadaitheach d'fhostaithe i gcoitinne, athbhreithniú a sheoladh ar oibriú an Achta seo agus ullmhóidh sé nó sí tuarascáil i scríbhinn ar thorthaí an athbhreithnithe agus cuirfidh sé nó sí faoi deara cóipeanna den tuarascáil a leagan faoi bhráid gach Tí den Oireachtas.
Number 30 of 1998
PARENTAL LEAVE ACT, 1998
ARRANGEMENT OF SECTIONS
Preliminary and General
Section | |
Voidance or modification of certain provisions in agreements. | |
Parental leave and Force Majeure Leave
Postponement, curtailment and variation of parental leave by parties concerned. | |
Employment Rights
Resolution of Disputes
Enforcement of decisions of rights commissioner and determinations of Tribunal. |
Miscellaneous
Extension of Protection of Employees (Employers' Insolvency) Act, 1984. | |
Acts Referred to | |
1952, No. 25 | |
1988, No. 27 | |
1956, No. 46 | |
1963, No. 33 | |
1981, No. 11 | |
1971, No. 27 | |
1998, No. 21 | |
1997, No. 13 | |
1941, No. 23 | |
Maternity Protection Act, 1994 | 1994, No. 34 |
1973, No. 4 | |
Minimum Notice and Terms of Employment Acts, 1973 to 1991 | |
1997, No. 20 | |
1984, No. 21 | |
1967, No. 21 | |
Redundancy Payments Acts, 1967 to 1991 | |
1977, No. 10 | |
Unfair Dismissals Acts, 1977 to 1993 | |
Number 30 of 1998
PARENTAL LEAVE ACT, 1998
PART I
Preliminary and General
Short title and commencement.
1.—(1) This Act may be cited as the Parental Leave Act, 1998.
(2) This Act shall come into operation on the 3rd day of December, 1998.
Interpretation.
2.—(1) In this Act—
“adoption order” means an order under section 9 of the Adoption Act, 1952;
“confirmation document” has the meaning assigned to it by section 9;
“contract of employment” means—
(a) a contract of service or apprenticeship, or
(b) any other contract whereby an individual agrees with another person, who is carrying on the business of an employment agency within the meaning of the Employment Agency Act, 1971, and is acting in the course of that business, to do or perform personally any work or service for a third person (whether or not the third person is a party to the contract),
whether the contract is express or implied and if express, whether it is oral or in writing;
“date”, in relation to a confirmation document, means the date on which it is signed by the parties thereto or the later of the dates on which it is so signed;
“employee” means a person of any age who has entered into or works under (or, where the employment has ceased, entered into or worked under) a contract of employment, and references, in relation to an employer, to an employee shall be construed as references to an employee employed by that employer; and for the purposes of this Act, a person holding office under, or in the service of, the State (including a member of the Garda Síochána or the Defence Forces or a civil servant within the meaning of the Civil Service Regulation Act, 1956) shall be deemed to be an employee employed by the head (within the meaning of the Freedom of Information Act, 1997), of the public body (within the meaning aforesaid) in which he or she is employed and an officer or servant of a local authority for the purposes of the Local Government Act, 1941, or of a harbour authority, health board or vocational education committee shall be deemed to be an employee employed by the authority, board or committee, as the case may be;
“employer”, in relation to an employee—
(a) means the person with whom the employee has entered into or for whom the employee works under (or, where the employment has ceased, entered into or worked under) a contract of employment, subject to the qualification that the person who under a contract of employment referred to in paragraph (b) of the definition of “contract of employment” is liable to pay the remuneration of the individual concerned in respect of the work or service concerned shall be deemed to be the individual's employer, and
(b) includes, where appropriate, the successor or an associated employer of the employer;
“force majeure leave” shall be construed in accordance with section 13(1);
“job”, in relation to an employee, means the nature of the work that the employee is employed to do in accordance with his or her contract of employment and the capacity and place in which he or she is employed;
“the Minister” means the Minister for Justice, Equality and Law Reform;
“parental leave” shall be construed in accordance with section 6(1);
“prescribed” means prescribed by the Minister by regulations;
“successor”, in relation to an employer, shall be construed in accordance with section 15(1);
“the Tribunal” means the Employment Appeals Tribunal.
(2) For the purposes of this Act, two employers shall be taken to be associated if one is a body corporate of which the other (whether directly or indirectly) has control or if both are bodies corporate of which a third person (whether directly or indirectly) has control and “associated employer” shall be construed accordingly.
(3) In this Act—
(a) a reference to a Part or section is a reference to a Part or section of this Act unless it is indicated that reference to some other provision is intended,
(b) a reference to a subsection, paragraph or subparagraph is a reference to a subsection, paragraph or subparagraph of the provision in which the reference occurs unless it is indicated that reference to some other provision is intended, and
(c) a reference to any enactment shall be construed as a reference to that enactment as amended, adapted or extended, whether before or after the passing of this Act, by or under any subsequent enactment.
(4) A word or expression used in this Act and also in Council Directive 96/34/EC of 3 June, 1996, shall have the same meaning in this Act as in that Directive.
Regulations.
3.—(1) The Minister may—
(a) by regulations provide for any matter referred to in this Act as prescribed or to be prescribed, and
(b) make regulations generally for the purpose of giving effect to this Act and, if in any respect any difficulty arises during the period of two years after the commencement of this section in bringing into operation this Act, by regulations do anything which appears to be necessary or expedient for enabling this Act to have full effect.
(2) Before making a regulation under this Act, the Minister shall consult with persons whom he or she considers to be representative of employers generally and persons whom he or she considers to be representative of employees generally in relation to the regulation.
(3) A regulation under this Act may contain such consequential, supplementary and ancillary provisions as the Minister considers necessary or expedient.
(4) Every regulation under this Act 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 anything previously done thereunder.
Voidance or modification of certain provisions in agreements.
4.—(1) A provision in any agreement shall be void in so far as it purports to exclude or limit the application of any provision of this Act or is inconsistent with any provision of this Act.
(2) A provision in any agreement which is or becomes less favourable in relation to an employee than a similar or corresponding entitlement conferred on the employee by this Act shall be deemed to be so modified as to be not less favourable.
(3) Nothing in this Act shall be construed as prohibiting the inclusion in an agreement of a provision more favourable to an employee than any provision in Parts II to V.
(4) References in this section to an agreement are to any agreement, whether a contract of employment or not and whether made before or after the passing of this Act.
Expenses.
5.—Any expenses incurred by the Minister or the Minister for Enterprise, Trade and Employment 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.
PART II
Parental Leave and Force Majeure Leave
Entitlement to parental leave.
6.—(1) Subject to this Act, an employee who is the natural or adoptive parent of a child shall be entitled to leave from his or her employment, to be known and referred to in this Act as “parental leave”, for a period of 14 working weeks to enable him or her to take care of the child.
(2) The entitlement to parental leave shall apply only in respect of a child born on or after the 3rd day of June, 1996, or a child in whose case an adoption order has been made on or after that date.
(3) A period of parental leave shall end—
(a) not later than the day on which the child concerned attains the age of 5 years, or
(b) in the case of a child who is the subject of an adoption order and who had attained the age of 3 years, but had not attained the age of 8 years, on or before the date of the making of that order, not later than the expiration of the period of 2 years beginning on that date.
(4) A period of parental leave shall not commence before a time when the employee concerned has completed one year's continuous employment with the employer from whose employment the leave is taken.
(5) Subject to this Act, an employee shall be entitled to parental leave in respect of each child of which he or she is the natural or adoptive parent.
(6) An adoptive parent who is also the natural parent of the child concerned shall, subject to this Act, be entitled to parental leave as a natural parent, but not as an adoptive parent, in respect of the child.
(7) Where both of the parents of a child are entitled to parental leave in respect of the child, neither of the parents shall be entitled to the parental leave of the other parent or may transfer any part of the period of his or her parental leave to the other parent.
(8) Notwithstanding subsection (4), where an employee will not have completed one year's continuous employment with his or her employer on the latest day for commencing a period of parental leave having regard to subsection (3) but has completed 3 months of such employment on the latest day for commencing a period of such leave provided for by this subsection, the person shall, subject to this Act, be entitled to parental leave for a period of one week for each month of continuous employment that he or she has completed with the employer at the time of the commencement of the leave.
(9) In this section “adoptive parent”, in relation to a child, means a person in whose favour an adoption order in respect of the child has been made and is in force.
Manner in which parental leave may be taken.
7.—(1) Subject to this Act, parental leave may consist of—
(a) a continuous period of 14 weeks, or
(b) with the agreement of the employer or representatives of the employer and other employers and the employee or representatives of the employee and other employees, a number of periods each of which comprises—
(i) one or more days on which, but for the leave, the employee would be working in the employment concerned,
(ii) one or more hours during which, but for the leave, the employee would be working in the employment concerned, or
(iii) any combination of periods referred to in subparagraphs (i) and (ii).
(2) (a) Parental leave taken by an employee pursuant to subsection (1) (b) shall be such that the number of hours during which, but for the leave, the employee would be working in the employment concerned equals—
(i) the number of hours during which the employee worked in the employment concerned in such continuous period of 14 weeks before the commencement of the leave as may be determined by the employee concerned and the employer, or
(ii) if the employee and the employer fail to determine a period for the purposes of subparagraph (i), 14 times the average number of hours per week during which the employee worked in the employment in each of the periods of 14 weeks ending immediately before the commencement of each week in which he or she takes any of the leave.
(b) In determining a period of 14 weeks referred to in paragraph (a), holidays (including public holidays) to which the employee concerned is entitled or days on which he or she is absent from work on sick leave, maternity leave, adoptive leave, or force majeure leave shall be excluded and a corresponding number of days immediately before the commencement of the period shall be included and time spent on parental leave by the employee shall be deemed to be time spent by him or her at work in the employment concerned.
(3) Where an employee is entitled to parental leave in respect of more than one child and the children concerned are not children of a multiple birth, the period of parental leave taken by him or her in any period of 12 months shall not, without the consent of the employer, exceed that provided for in subsection (1).
(4) (a) Where any holiday (other than a public holiday) to which an employee is entitled falls during a period of parental leave of the employee and on a day when (but for the leave and the holiday) the employee would be working in the employment concerned, the holiday shall be taken at such other time as may be determined by the employer concerned pursuant to section 20 of the Organisation of Working Time Act, 1997.
(b) Where any public holiday to which an employee is entitled falls during a period of parental leave of the employee and on a day when (but for the leave and the holiday) the employee would be working in the employment concerned, a day shall be added to the period of parental leave that the employee is entitled to take.
Notice of parental leave.
8.—(1) When an employee proposes to take parental leave, he or she shall, as soon as reasonably practicable but not later than 6 weeks before the commencement of the leave, give notice in writing of the proposal to his or her employer.
(2) A notice under subsection (1) shall specify the date of commencement of the parental leave concerned and its duration and the manner in which it is proposed to be taken and shall be signed by the employee concerned.
(3) Before the date of the confirmation document concerned, an employee may, by notice in writing signed by him or her and given to his or her employer, revoke a notice under subsection (1) given by him or her and, if the employee does so, he or she shall not be entitled to take parental leave at the time specified in the latter notice.
(4) Notwithstanding subsection (1), where leave purporting to be parental leave is taken by an employee who is entitled to parental leave but who has not complied with subsection (1) in relation to the leave, the employer may, at his or her discretion, treat the leave as parental leave and this Act shall apply accordingly.
(5) An employer shall retain a notice given to him or her under this section and shall give a copy of it to the employee concerned who shall retain it.
(6) An employee who has given a notice to his or her employer under subsection (1) shall, if the employer so requests, furnish to him or her such evidence as he or she may reasonably require in relation—
(a) in the case of a child as respects whom an adoption order is in force, to the adoptive parents, the date of birth of the child and the date of the making of the order, and
(b) in the case of any other child, to the employee being a parent of the child and the date of birth of the child.
Confirmation of parental leave.
9.—(1) Where an employee has given a notice under section 8(1) to his or her employer, they shall, not less than 4 weeks before the commencement of the parental leave concerned, prepare and sign a document (referred to in this Act as “a confirmation document”) specifying the date of commencement of the leave, its duration and the manner in which it will be taken.
(2) Where leave is treated as parental leave pursuant to section 8(4), a confirmation document in relation to the leave shall be prepared and signed by the employer and the employee concerned as soon as may be.
(3) An employer shall retain a confirmation document signed by him or her and shall give a copy of it to the employee concerned who shall retain it.
Postponement, curtailment and variation of parental leave by parties concerned.
10.—(1) Subject to this Act, when a confirmation document has been prepared and signed in accordance with section 9, the employee concerned shall not be entitled to work in the employment concerned during the period of parental leave specified in the document.
(2) Notwithstanding subsection (1), if, after the date of a confirmation document (whether or not the period of parental leave to which it relates has commenced), the employer concerned or his or her successor and the employee concerned so agree, the leave or part of it may be postponed to such time as may be so agreed upon, the period of such leave may be curtailed in such manner and to such extent as may be so agreed upon or the form of the leave may be varied in such manner as may be so agreed upon, and in such a case the confirmation document shall be amended accordingly.
(3) Where parental leave is curtailed under subsection (2) or Part IV, the parental leave not taken by reason of the curtailment may be taken at such other time as may be agreed upon by the parties concerned.
Postponement by employer of parental leave.
11.—(1) Subject to this section, where an employee has given a notice under section 8(1) to his or her employer and the employer is satisfied that the taking of parental leave at the time specified in the notice would have a substantial adverse effect on the operation of his or her business, profession or occupation by reason of seasonal variations in the volume of the work concerned, the unavailability of a person to carry out the duties of the employee in the employment, the nature of those duties, the number of employees in the employment or the number thereof whose periods, or parts of whose periods, of parental leave will fall within the period specified in the said notice or any other relevant matters, the employer may, by notice in writing given to the employee not later than 4 weeks before the intended commencement of the leave, postpone the commencement of the leave to such time not later than 6 months after the date of commencement specified in the relevant notice under section 8(1) as may be agreed upon by the employer and the employee.
(2) Before giving a notice under this section to an employee, an employer shall consult with the employee in relation to the proposed postponement of parental leave.
(3) A notice under subsection (1) shall contain a statement in summary form of the grounds for the postponement of the commencement of the parental leave concerned.
(4) The commencement of parental leave in respect of a particular child may not be postponed more than once under this section unless a ground for the postponement is seasonal variation in the volume of the work concerned; and, where that is a ground for the postponement, such commencement in respect of a particular child may not be postponed more than twice.
(5) Subsection (1) does not apply to parental leave in relation to which a confirmation document has been signed by the parties concerned.
(6) If, solely because of the postponement under this section of the commencement of parental leave—
(a) the child concerned attains the age of 5 years, or
(b) in the case of a child who is the subject of an adoption order and who had attained the age of 3 years, but had not attained the age of 8 years, on or before the date of the making of that order, the period of 2 years beginning on that date expires during the period of parental leave to which the employee concerned is entitled,
then, the attainment or, as the case may be, the expiration, aforesaid shall be deemed, for the purposes of this Act, to have occurred after the end of the period of parental leave aforesaid.
(7) An employer shall retain a copy of a notice under this section given by him or her to an employee of his or hers and the employee shall retain the notice.
(8) In this section, references to parental leave include references to a period of parental leave specified in section 7(1)(b).
Abuse of parental leave.
12.—(1) The entitlement to parental leave is subject to the condition that it is used to take care of the child concerned.
(2) Where an employer has reasonable grounds for believing that an employee of his or hers who is on parental leave is not using the leave for the purpose of taking care of the child concerned, the employer may, by notice in writing given to the employee, terminate the leave and the notice shall contain a statement in summary form of the grounds for terminating the leave and shall specify the day (being a day not later than the date of the end of the period of the leave specified in the confirmation document concerned nor, subject to the foregoing requirement, earlier than 7 days after the date of the receipt by the employee concerned of the notice).
(3) Where parental leave is terminated under subsection (2), the employee concerned shall return to his or her employment on the day specified in the notice under that subsection concerned and any period between the date of such return and the date of the end of the period of the leave specified in the confirmation document concerned shall be deemed not to be parental leave.
(4) Where an employee gives his or her employer a notice under section 8(1) and the employer has reasonable grounds for believing that the employee is not entitled to the parental leave concerned, the employer may, by notice in writing given to the employee, refuse to grant the leave to the employee and, if the employer does so, the employee shall not be entitled to take the parental leave concerned.
(5) A notice under subsection (4) shall contain a statement in summary form of the grounds for refusing to grant the parental leave concerned.
(6) Where an employer proposes to give a notice under subsection (2) or (4) to an employee of his or hers, the employer shall, before giving the notice, give notice in writing of the proposal to the employee and the notice shall contain a statement in summary form of the grounds for terminating, or, as the case may be, refusing to grant, the parental leave concerned and a statement that the employee may within 7 days of the receipt of the notice make representation to the employer in relation to the proposal; and any such representations made by an employee to an employer within the period aforesaid shall be considered by the employer before he or she decides whether to give a notice under subsection (2), or as the case may be, subsection (4) to the employee.
(7) A person shall retain a notice under this section given to him or her and a copy of a notice under this section given by him or her.
Leave on grounds of force majeure.
13.—(1) An employee shall be entitled to leave with pay from his or her employment, to be known and referred to in this Act as “force majeure leave”, where, for urgent family reasons, owing to an injury to or the illness of a person specified in subsection (2), the immediate presence of the employee at the place where the person is, whether at his or her home or elsewhere, is indispensable.
(2) The persons referred to in subsection (1) are—
(a) a person of whom the employee is the parent or adoptive parent,
(b) the spouse of the employee or a person with whom the employee is living as husband or wife,
(c) a person to whom the employee is in loco parentis,
(d) a brother or sister of the employee,
(e) a parent or grandparent of the employee, and
(f) persons of such other (if any) class or classes as may be prescribed.
(3) When an employee takes force majeure leave, he or she shall, as soon as reasonably practicable thereafter, by notice in the prescribed form given to his or her employer, confirm that he or she has taken such leave and the notice shall specify the dates on which it was taken and contain a statement of the facts entitling the employee to force majeure leave.
(4) Force majeure leave shall consist of one or more days on which, but for the leave, the employee would be working in the employment concerned but shall not exceed 3 days in any period of 12 consecutive months or 5 days in any period of 36 consecutive months.
(5) A day on which an employee is absent from work on force majeure leave in an employment for part only of the period during which he or she is required to work in the employment on that day shall be deemed, for the purposes of subsection (4), to be one day of force majeure leave.
PART III
Employment Rights
Protection of employment rights.
14.—(1) An employee shall, while on parental leave, be regarded for all purposes relating to his or her employment (other than his or her right to remuneration or superannuation benefits or any obligation to pay contributions in or in respect of the employment) as still working in the employment and none of his or her other rights relating to the employment shall be affected by the leave.
(2) Absence from employment while on parental leave shall not be treated as part of any other leave from employment (including sick leave, annual leave, adoptive leave, maternity leave and force majeure leave) to which the employee concerned is entitled.
(3) Where—
(a) an employee who is on probation in his or her employment or is undergoing training in relation to that employment or is employed under a contract of apprenticeship takes parental leave, and
(b) his or her employer considers that the employee's absence from employment while on parental leave would not be consistent with the continuance of the probation, training or apprenticeship,
the employer may require that the probation, training or apprenticeship be suspended during the period of the parental leave and be completed by the employee at the end of that period.
(4) An employee shall, while on force majeure leave, be regarded for all purposes relating to his or her employment as still working in the employment concerned and none of his or her rights relating to the employment shall be affected by the leave.
(5) Absence from employment while on force majeure leave shall not be treated as part of any other leave from the employment (including sick leave, annual leave, adoptive leave, maternity leave and parental leave) to which the employee concerned is entitled.
Return to work.
15.—(1) On the expiration of a period of parental leave (being, in a case where parental leave has been terminated under section 12, the period specified in the confirmation document concerned) (“the period”), the employee concerned shall be entitled to return to work—
(a) with the employer with whom he or she was working immediately before the start of the period or, where during the employee's absence from work there was or were a change or changes of ownership of the undertaking in which he or she was employed immediately before the absence, the owner on the expiration of the period (“the successor”),
(b) in the job that the employee held immediately before the commencement of the period, and
(c) under the contract of employment under which the employee was employed immediately before the commencement of the period or, where a change of ownership such as is referred to in paragraph (a) has occurred, under a contract of employment with the successor that is identical to the contract under which the employee was employed immediately before such commencement, and (in either case) under terms or conditions not less favourable to the employee than those that would have been applicable to him or her if he or she had not been so absent from work.
(2) For the purposes of subsection (1)(b), where the job held by an employee immediately before the commencement of a period of parental leave to which he or she is entitled was not the employee's normal or usual job, he or she shall be entitled to return to work, either in his or her normal or usual job or in that job as soon as is practicable without contravention by the employee or the employer of any provision of a statute or provision made under statute.
(3) Where, because of an interruption or cessation of work at an employee's place of employment, existing on the expiration of a period of parental leave taken by the employee, it is unreasonable to expect the employee to return to work on such expiration, the employee may return to work instead when work resumes at the place of employment after the interruption or cessation, or as soon as reasonably practicable after such resumption.
Right to alternative employment.
16.—(1) Where an employee is entitled to return to work pursuant to section 15 but it is not reasonably practicable for the employer to permit the employee to return to work in accordance with that section, the employee shall be entitled to be offered by his or her employer suitable alternative employment under a new contract of employment.
(2) Work under a new contract of employment constitutes suitable alternative work for the purposes of this Act if—
(a) it is of a kind that is suitable in relation to the employee concerned and appropriate for the employee to do in the circumstances, and
(b) the terms or conditions of the contract relating to the place where the work under it is required to be done, the capacity in which the employee concerned is to be employed and any other terms or conditions of employment are not substantially less favourable to the employee than those of his or her contract of employment immediately before the commencement of the period of absence from work while on parental leave.
PART IV
Resolution of Disputes
“Dispute”.
17.—In this Part—
“dispute” shall be construed in accordance with section 18.
Reference of disputes to rights commissioner.
18.—(1) This Part does not apply to a member of the Defence Forces.
(2) Any dispute or difference between an employee and his or her employer relating to the entitlements of the employee under this Act (or to any matter arising out of or related to those entitlements or otherwise arising under this Act) other than a dispute or difference—
(a) relating to a dismissal from employment, including a dismissal within the meaning of the Unfair Dismissals Acts, 1977 to 1993,
(b) consisting of a question to which section 39(15) of the Redundancy Payments Act, 1967, applies, or
(c) a dispute to which section 11 of the Minimum Notice and Terms of Employment Act, 1973, applies,
may be referred by either of those parties to a rights commissioner, and in the subsequent provisions of this Part “dispute” means a dispute or difference which is or may be referred as aforesaid.
(3) A rights commissioner shall hear the parties to a dispute and receive any relevant evidence tendered by either of them.
(4) A reference under subsection (2) shall be made by giving to a rights commissioner a notice in writing containing such particulars (if any) as may be prescribed and a copy of the notice shall be given by the commissioner to the other party to the dispute.
(5) A notice under subsection (4) shall be given as soon as reasonably may be after the occurrence of the dispute concerned and in any event not later than 6 months after the occurrence of the dispute.
(6) Proceedings before a rights commissioner under this section shall be conducted otherwise than in public.
(7) A rights commissioner shall furnish a copy of each decision made by him or her under this Part to the Tribunal.
Appeal from decision of rights commissioner.
19.—(1) A party concerned may appeal to the Tribunal from a decision or direction of a rights commissioner under section 21 and the Tribunal shall receive any relevant evidence tendered by a party to the dispute.
(2) An appeal under this section shall be initiated by a party to the dispute concerned giving to the Tribunal, as soon as may be and in any event not later than 4 weeks from the date on which the decision was given to the party, a notice in writing to the Tribunal containing such particulars (if any) as may be prescribed and the Tribunal shall give a copy of the notice to the other party concerned as soon as may be after the receipt by it of the notice.
(3) A person whose evidence has been, is being or is to be given before the Tribunal, or who produces or sends a document to the Tribunal, pursuant to a notice under subsection (4) or who is required by such a notice to give evidence or produce a document to the Tribunal or to attend before the Tribunal and there to give evidence or produce a document shall be entitled to the same privileges and immunities as if the person were a witness before the High Court.
(4) The Tribunal may, by giving notice in that behalf in writing, require any person to attend before the Tribunal on a date and at a time and place specified in the notice and there to give evidence and to produce any document in his or her possession or power specified in the notice or to send to the Tribunal any document in his or her possession or power specified in the notice or require a person in attendance before the Tribunal pursuant to a notice under this subsection to produce to the Tribunal any document in his or her possession or power specified in the requirement.
(5) Paragraphs (a) and (e) of subsection (17) of section 39 of the Redundancy Payments Act, 1967, shall apply for the purposes of this section as it applies for the purposes of the said section 39 with the modification that “£1,500” shall be substituted for “£150” and with any other necessary modifications.
(6) Proceedings for an offence under the said subsection (17), as applied by this section, may be brought and prosecuted by the Minister.
(7) If a person gives false evidence before the Tribunal in proceedings under this section in such circumstances that, if the person had given the evidence before a court, the person would be guilty of perjury, the person shall be guilty of an offence and shall be liable on conviction on indictment thereof to the penalties applying to perjury.
Appeal to High Court on point of law.
20.—(1) The Tribunal may refer a question of law arising in proceedings before it under this Part to the High Court for determination by it.
(2) A party to proceedings before the Tribunal under this Part may appeal to the High Court from a determination of the Tribunal on a point of law.
Redress.
21.—(1) On the hearing of a dispute, a rights commissioner or the Tribunal shall—
(a) in the case of a rights commissioner, make a decision in relation to the dispute, or
(b) in the case of the Tribunal, make a determination in relation to the dispute,
and may, in the decision or determination, as the case may be, give to the parties concerned such directions as the rights commissioner or the Tribunal, as the case may be, considers necessary or expedient for the resolution of the dispute.
(2) Under subsection (1), the rights commissioner or the Tribunal may order such redress for the party concerned as the rights commissioner or the Tribunal, as the case may be, considers appropriate, having regard to all the circumstances and to the provisions of this Act, and specifies, including either or both of the following:
(a) the grant of parental leave of such length to be taken at such time or times and in such manner as may be so specified,
(b) an award of compensation in favour of the employee concerned to be paid by the employer concerned.
(3) Compensation under subsection (2)(b) shall be of such amount as the rights commissioner or the Tribunal deems just and equitable having regard to all the circumstances but shall not exceed 20 weeks’ remuneration in respect of the employee's employment calculated in such manner as may be prescribed.
(4) The decision of a rights commissioner or the determination of the Tribunal shall be in writing and shall be communicated to the parties by the rights commissioner or the Tribunal, as the case may be.
(5) A rights commissioner or the Tribunal may, if the commissioner or the Tribunal considers it reasonable to do so, having regard to the illness or other incapacity of the employee concerned or any other circumstance direct that parental leave be taken at a time that does not accord with section 6(3).
(6) Without prejudice to the generality of subsections (1) and (2), where, on a reference under section 18(2) or an appeal under section 19(1), a rights commissioner or the Tribunal is satisfied that the taking of parental leave at the time specified in the notice under section 8(1) concerned would have a substantial adverse effect by reason of any of the matters specified in section 11(1), the commissioner or the Tribunal, as the case may be, may, if the commissioner or the Tribunal considers it reasonable to do so, direct that the commencement of the leave be postponed for a specified period (whether or not being the period specified in the relevant notice under section 11(1)).
(7) Without prejudice to the generality of subsections (1) and (2), where, on a reference under section 18(2) or an appeal under section 19(1), a rights commissioner or the Tribunal considers that it is reasonable to do so because of a serious and substantial change in any circumstances affecting the employer or the employee, the commissioner or the Tribunal may direct that the period of parental leave concerned be curtailed or that its form be varied or its commencement postponed for a specified period or that parental leave not taken by reason of curtailment as aforesaid be taken at a specified time.
(8) Where appropriate, the confirmation document concerned shall be amended by the parties to it so as to accord with a decision, determination or direction under this section.
(9) In this section “remuneration” includes allowances in the nature of pay and benefits in lieu of or in addition to pay.
Enforcement of decisions of rights commissioner and determinations of Tribunal.
22.—(1) (a) If a person fails or refuses to comply with a decision of a rights commissioner under this Part (“a decision”), or a determination of the Tribunal under this Act (“a determination”), the Circuit Court shall, on application to it in that behalf by—
(i) the other party concerned, or
(ii) the Minister, if he or she is of opinion that it is appropriate to do so having regard to all the circumstances,
make an order directing that party to carry out the decision or determination in accordance with its terms.
(b) In paragraph (a), the reference to a decision or a determination is a reference to such a decision or determination, as the case may be, in relation to which, at the expiration of the time for bringing an appeal against it, no such appeal has been brought or, if such an appeal has been brought, it has been abandoned.
(2) Notwithstanding subsection (1), where, in proceedings under that subsection, the Circuit Court is satisfied that, owing to lapse of time, it would not be possible to comply with an order under that subsection, that Court shall make an order providing for such redress as it considers appropriate having regard to the provisions of this Act and all the circumstances.
(3) In an order under this section providing for the payment of compensation, the Circuit Court may, if in all the circumstances it considers it appropriate to do so, direct the employer concerned to pay to the employee concerned interest on the compensation at the rate referred to in section 22 of the Courts Act, 1981, in respect of the whole or any part of the period beginning 4 weeks after the date on which the decision or determination concerned is communicated to the parties and ending on the date of the order.
(4) Proceedings under this section shall be heard in the county in which the relevant employer ordinarily resides or carries on any profession, business or occupation.
PART V
Miscellaneous
Notices.
23.—(1) The giving of a notice or other document to a person for the purposes of proceedings under this Act may be effected by delivering it to the person or by sending a copy of it by registered prepaid post in an envelope addressed to the person at the person's last known residence or place of business.
(2) In the case of a company to which the Companies Act, 1963, applies, such a document may be given by delivering it, or sending a copy of it by registered prepaid post in an envelope addressed to the company at its registered office.
(3) In the case of a body corporate to which subsection (2) does not apply or an unincorporated body of persons, such a document may be given by sending a copy of it to the body at any place in the State where it carries on business or in such other manner as an originating summons may be served on the body under rules of court.
(4) A rights commissioner may, if he or she considers it reasonable to do so having regard to all the circumstances, extend by a specified period (not exceeding 6 weeks) the period of time within which a notice under this Act (other than section 19(2)) is required to be given.
(5) The Tribunal may, if it considers it reasonable to do so having regard to all the circumstances, extend by a specified period the time within which a notice under section 19(2) is required to be given.
(6) Time may be extended under subsection (4) or (5) after the expiration of the period of time concerned.
Winding up and bankruptcy.
24.—(1) There shall be included among the debts that, 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, any 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 of court.
(2) There shall be included among the debts that, under section 81 of the Bankruptcy Act, 1988, are, in the distribution of the property of a bankrupt or arranging debtor, to be paid in priority to all other debts, any 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 rules of court.
Amendment of enactments.
25.—(1) The Redundancy Payments Act, 1967, is hereby amended by the substitution in paragraph 5(1) of Schedule 3 of the following clause for clause (d) (inserted by the Maternity Protection Act, 1994):
“(d) a period during which the employee is absent from work while on protective leave, natal care absence within the meaning of Part IV of the Maternity Protection Act, 1994, parental leave or force majeure leave.”.
(2) Section 6 of the Unfair Dismissals Act, 1977, is hereby amended—
(a) by the insertion in subsection (2), after paragraph (d), of the following paragraph:
“(dd) the exercise or proposed exercise by the employee of the right to parental leave or force majeure leave under and in accordance with the Parental Leave Act, 1998,”,
and
(b) the insertion, after subsection (2A) (inserted by the Maternity Protection Act, 1994), of the following subsection:
“(2B) Sections 3 and 4 do not apply to a case falling within subsection (2)(dd) and, for the purpose of that paragraph, ‘employee’ includes a person who would otherwise be excluded from this Act by paragraph (a), (c), (f) or (g) of section 2(1).”.
(3) An employee who is entitled to return to work in the employment concerned in accordance with section 15 but is not permitted by his or her employer to do so—
(a) shall be deemed to have been dismissed on the date on which he or she was entitled to return to work as aforesaid and the dismissal shall be deemed, for the purposes of the Unfair Dismissal Acts, 1977 to 1993, to have been an unfair dismissal unless, having regard to all the circumstances, there were substantial grounds justifying the dismissal,
(b) shall be deemed for the purposes of the Redundancy Payments Acts, 1967 to 1991, to have been dismissed by reason of redundancy on the date aforesaid, and
(c) shall be deemed for the purposes of the Minimum Notice and Terms of Employment Acts, 1973 to 1991, to have had his or her contract of employment with his or her employer terminated on the date aforesaid.
(4) The Organisation of Working Time Act, 1997, is hereby amended—
(a) in section 15, by the insertion in subsection (4), after paragraph (a), of the following paragraph:
“(aa) any period during which the employee was absent from work while on parental leave or force majeure leave,”,
and
(b) in section 16, by the insertion in subsection (5), after paragraph (c), of the following paragraph:
“(cc) any period during which the employee was absent from work while on parental leave or force majeure leave,”.
(5) The Employment Equality Act, 1998, is hereby amended by the insertion in section 39, after paragraph (b), of the following paragraph:
“(bb) to provide information to the public on the working of the Parental Leave Act, 1998,”.
Extension of Protection of Employees (Employers' Insolvency) Act, 1984.
26.—(1) Section 6 of the Protection of Employees (Employers' Insolvency) Act, 1984 (as amended by the Maternity Protection Act, 1994) shall be amended in accordance with this section.
(2) In subsection (2)(a)(v), for clause (II) there shall be substituted—
“(II) a decision, determination or order under Part V of the Maternity Protection Act, 1994, or Part IV of the Parental Leave Act, 1998,”.
(3) In subsection (4)(c)—
(a) for subparagraph (iv) (other than clauses (I) and (II) thereof) there shall be substituted—
“(iv) A payment shall not be made under this section in respect of an amount to which a decision under Part V of the Maternity Protection Act, 1994, or Part IV of the Parental Leave Act, 1998, relates unless—”,
and
(b) for subparagraph (v) (other than clauses (I) and (II) thereof) there shall be substituted—
“(v) A payment shall not be made under this section in respect of an amount to which a determination under Part V of the Maternity Protection Act, 1994, or Part IV of the Parental Leave Act, 1998, relates unless—”.
Records.
27.—(1) An employer shall make a record of the parental leave and force majeure leave taken by his or her employees showing the period of employment of each employee and the dates and times upon which each employee was on parental leave or force majeure leave.
(2) A record made under this section shall be retained by the employer concerned for a period of 8 years and, if the Minister specifies the form of such records (which he or she is hereby empowered to do), the record shall be in that form or a form to the like effect.
(3) Notices, or copies of notices, required by this Act to be retained by a person shall be retained by the person for a period of one year.
(4) An employer who contravenes subsection (1) or (2) of this section shall be guilty of an offence and shall be liable on summary conviction to a fine not exceeding £1,500.
(5) An inspector (within the meaning of the Organisation of Working Time Act, 1997) may, for the purposes of this section, exercise any of the powers conferred on him or her by that Act.
(6) Proceedings for an offence under this section may be brought and prosecuted by the Minister.
Review of Act.
28.—The Minister shall, not earlier than 2 years and not later than 3 years after the commencement of this Act, after consultation with persons whom he or she considers to be representative of employers generally and persons whom he or she considers to be representative of employees generally, conduct a review of the operation of this Act and shall prepare a report in writing of the findings of the review and shall cause copies of the report to be laid before each House of the Oireachtas.