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Uimhir 2 de 1981
AN tACHT UM CHOSAINT MHÁITHREACHAIS D'FHOSTAITHE, 1981
[An tiontú oifigiúil]
Cuid I
Réamhráiteach agus Ginearálta
Gearrtheideal agus tosach feidhme.
1.—Féadfar an tAcht um Chosaint Mháithreachais d'Fhostaithe, 1981, a ghairm den Acht seo, agus tiocfaidh sé i ngníomh an 6ú lá d'Aibreán, 1981.
Léiriú.
2.—(1) San Acht seo—
ciallaíonn “Acht 1977” an tAcht um Dhífhostú Éagórach, 1977;
tá le “saoire mháithreachais bhreise” an bhrí a shanntar dó le halt 14;
ciallaíonn “fostaí”, ach amháin i gCuid IV, duine atá i bhfostaíocht atá sonraithe de thuras na huaire i gCuid I nó faoi Chuid I (seachas mír 7) den Chéad Sceideal a ghabhann leis an Acht Leasa Shóisialaigh (Comhdhlúthú), 1981, nach fostaíocht í atá sonraithe i gCuid II nó faoi Chuid II den Sceideal sin;
Ní fholaíonn “fostóir”, i ndáil le fostaí, fostóir a fhostaíonn an fostaí sin—
(a) ar buan-fhoras ar feadh tréimhse is 1ú ná 18 n-uaire an chloig gach seachtain, nó
(b) faoi chonradh fostaíochta, nó eile, ar feadh téarma shocraithe is 1ú ná 26 sheachtain nó ar 1ú ná 26 sheachtain an méid de atá le rith fós;
tá le “saoire mháithreachais” an bhrí a shanntar dó le halt 8;
ciallaíonn “an tAire” an tAire Saothair;
tá le “an comharba” an bhrí a shanntar dó le halt 20.
(2) San Acht seo 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'achtachán éigin eile atá beartaithe.
(3) San Acht seo aon tagairt d'fho-alt nó do mhír is tagairt í don fho-alt nó don mhír den fhoráil ina bhfuil an tagairt, mura gcuirtear in iúl gur tagairt d'fhoráil éigin eile atá beartaithe.
Daoine lena mbaineann Codanna II agus III.
3.—(1) Baineann Codanna II agus III le banfhostaithe.
(2) Féadfaidh an tAire le hordú, arna dhéanamh le toiliú an Aire Leasa Shóisialaigh, fo-alt (1) a leasú chun feidhmiú Chuid II nó Chuid III a athrú.
Orduithe agus rialacháin.
4.—(1) Féadfaidh an tAire, i ndáil le haon fhoráil de chuid an Achta seo a bhaineann le fógra (nó fógra a dhaingniú), aon fhoráil den sórt sin a athrú le hordú.
(2) Féadfaidh ordú faoin Acht seo cibé forálacha iarmhartacha, forlíontacha agus coimhdeacha a bheith ann, lena n-áirítear aon fhorálacha a mhodhnaíonn aon fhoráil den Acht seo, a mheasfaidh an tAire a bheith riachtanach nó oiriúnach.
(3) Féadfaidh an tAire, le hordú, ordú faoin Acht seo, lena n-áirítear ordú faoin bhfo-alt seo, a leasú nó a chúlghairm.
(4) I gcás a mbeartófar ordú a dhéanamh faoin Acht seo leagfar dréacht den ordú faoi bhráid gach Tí den Oireachtas, agus ní dhéanfar an t-ordú go dtí go mbeidh rún ag ceadú an dréachta rite ag gach Teach díobh sin.
(5) Sula ndéanfaidh an tAire ordú nó rialacháin faoin Acht seo rachaidh sé i gcomhairle le cibé eagraíochtaí nó comhlachtaí eile daoine a fheidhmíonn ar son fostóirí agus le cibé eagraíochtaí nó comhlachtaí eile daoine a fheidhmíonn ar son ceardchumann nó comhlachtaí ar comhchineál le ceardchumainn a mheasfaidh sé is cuí.
(6) 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 do bhailíocht aon ní a rinneadh roimhe sin faoin rialachán.
Forálacha áirithe i gcomhaontuithe ar neamhní nó modhnaithe.
5.—(1) Is foráil ar neamhní foráil in aon chomhaontú (cibé acu is conradh fostaíochta é nó nach ea, agus cibé acu roimh thosach feidhme an Achta seo nó dá éis a rinneadh é), a mhéid a airbheartaíonn sí feidhm aon fhorála den Acht seo a eisiamh nó a theorannú, nó a mhéid atá sí ar neamhréir le haon fhoráil den Acht seo.
(2) Maidir le foráil in aon chomhaontú (cibé acu is conradh fostaíochta é nó nach ea, agus cibé acu roimh thosach feidhme an Achta seo nó dá éis a rinneadh é) ar foráil í is 1ú fabhar nó a thiocfaidh chun bheith ina foráil is lú fabhar i ndáil le fostaí lena mbaineann Cuid II nó Cuid III ná teideal den tsamhail chéanna nó teideal comhréire a thugtar di le ceachtar de na Codanna sin, measfar í a bheith modhnaithe ar shlí nach lú fabhar don fhostaí í.
(3) Ní fhorléireofar aon ní san Acht seo mar ní a thoirmisceann aon chomhaontú dá dtagraítear san alt seo ó aon fhoráil a bheith ann is fabhraí d'fhostaí lena mbaineann Cuid II nó Cuid III ná aon fhoráil i gceachtar de na Codanna sin.
(4) Déanfar tagairtí san alt seo don Acht seo (seachas na tagairtí do thosach feidhme an Achta seo) nó do Chuid a fhorléiriú mar thagairtí don Acht seo nó don Chuid arna leasú nó arna leathnú leis an Acht seo nó faoi nó le haon Acht eile nó faoi.
Caiteachais.
6.—Déanfar aon chaiteachais a thabhóidh an tAire ag riaradh an Achta seo a íoc, a mhéid a cheadóidh an tAire Airgeadais, as airgead a sholáthróidh an tOireachtas.
Cuid II
Saoire Mháithreachais
Mínithe do Chuid II.
7.—Sa Chuid seo—
tá le “an tseachtain tuartha luí seoil” agus le “luí seoil” na bríonna a shanntar dóibh faoi seach le hailt 24 agus 28 den Acht Leasa Shóisialaigh (Comhdhlúthú), 1981;
tá le “an tréimhse íosta saoire máithreachais” an bhrí a shanntar dó le halt 8.
Teideal chun saoire máithreachais.
8.—(1) Faoi réir na Coda seo, beidh teideal ag fostaí lena mbaineann an Chuid seo chun saoire, ar a dtabharfar (agus dá ngairtear san Acht seo) “saoire mháithreachais”, óna fostaíocht ar feadh tréimhse (dá ngairtear “an tréimhse íosta saoire máithreachais” sa Chuid seo) nach lú ná 14 sheachtain chomhleanúnacha.
(2) Féadfaidh an tAire le hordú, a dhéanfar le toiliú an Aire Leasa Shóisialaigh agus le toiliú an Aire Airgeadais, fo-alt (1) a leasú ionas go gcuirfear fad leis an tréimhse a luaitear san fho-alt sin.
Fógra d'fhostóir.
9.—(1) Beidh teideal chun na tréimhse íosta saoire máithreachais faoi réir fostaí—
(a) do thabhairt fógra a scríbhinn, a luaithe is féidir le réasún ach tráth nach deánaí ná ceithre sheachtain roimh thosach na saoire máithreachais, dá fostóir (nó í do chur faoi deara fógra a thabhairt dó amhlaidh) go bhfuil sé ar intinn aici saoire mháithreachais a thógáil, agus
(b) do thabhairt deimhniú dochtúra nó deimhniú iomchuí eile dá fostóir nó í do thabhairt deimhniú den sórt sin ar aird lena iniúchadh ag a fostóir, tráth an fhógra a thabhairt, á dhaingniú go bhfuil sí toircheasach agus ag sonrú na seachtaine tuartha luí seoil.
(2) Féadfar fógra faoin alt seo a chúlghairm tríd an bhfostaí lena mbaineann do thabhairt fógra eile i scríbhinn dá fostóir.
Tréimhse íosta saoire máithreachais a chur in áirithe.
10.—Faoi réir ailt 11 go 13, tosóidh an tréimhse íosta saoire máithreachais cibé lá a roghnóidh an fostaí, ar lá é nach déanaí ná ceithre sheachtain roimh dheireadh na seachtaine tuartha luí seoil, agus críochnóidh sí cibé lá a roghnóidh sí, ar lá é nach luaithe ná ceithre sheachtain i ndiaidh dheireadh na seachtaine tuartha luí seoil.
Athrú ar áirithint na tréimhse íosta saoire máithreachais.
11.—(1) I gcás a ndeimhneoidh lia-chleachtóir cláraithe nó a ndeimhneofar ar shlí eile chun sástacht an Aire agus an Aire Leasa Shóisialaigh gur cheart, maidir le duine a bheidh sonraithe sa deimhniú, go dtosódh an tréimhse íosta saoire máithreachais, ar chúis liachta a shonrófar amhlaidh, ar dháta a shonrófar amhlaidh, agus go dtabharfar an deimhniú ar aird lena iniúchadh ag an bhfostóir lena mbaineann laistigh de cibé tréimhse a fhorordófar le rialacháin faoin alt seo, is ar an dáta a shonrófar amhlaidh a thosóidh an tréimhse íosta saoire máithreachais don duine sin.
(2) I gcás a n-eiseofar deimhniú faoin alt seo agus go gcomhlíonfar an ceanglas i bhfo-alt (1) a bhaineann leis an deimhniú a thabhairt ar aird lena iniúchadh ag an bhfostóir, measfar go ndearna an fostaí a bheidh sonraithe sa deimhniú alt 9 (1) (a) a chomhlíonadh freisin.
Saoire mháithreachais a fhadú.
12.—(1) I gcás a dtarlóidh dáta luí seoil fostaí lena mbaineann an Chuid seo seachtain i ndiaidh na seachtaine tuartha luí seoil, déanfar an tréimhse íosta saoire máithreachais a fhadú cibé líon seachtainí comhleanúnacha (ach gan an fadú do dhul thar cheithre sheachtain chomhleanúnacha) i ndiaidh na seachtaine a dtarlóidh an dáta luí seoil a chinnteoidh go gcomhlíonfar alt 10.
(2) I gcás a mbeartófar an tréimhse íosta saoire máithreachais a fhadú faoin alt seo, déanfaidh an fostaí lena mbaineann—
(a) fógra i scríbhinn a thabhairt dá fostóir (nó a chur faoi deara fógra a thabhairt dó amhlaidh) a luaithe is féidir tar éis fadú den sórt sin a bheith beartaithe á rá go bhfuil an fadú beartaithe, agus
(b) an fógra faoi mhír (a) a dhaingniú i scríbhinn dá fostóir a luaithe is féidir tar éis an dáta luí seoil agus tréimhse an fhadaithe a shonrú.
Tús na saoire máithreachais (luí seoil luath).
13.—(1) Más rud é, i ndáil le fostaí lena mbaineann an Chuid seo, go dtarlóidh an dáta luí seoil i seachtain atá ceithre sheachtain nó níos mó roimh an tseachtain tuartha luí seoil, measfar, i gcás a n-éileoidh na himthosca amhlaidh, alt 9(1)(a) a bheith comhlíonta ag an bhfostaí má dhéantar an fógra a cheanglaítear a thabhairt leis an alt sin a thabhairt sa tréimhse 14 lá dar tús an dáta luí seoil.
(2) D'ainneoin alt 10, ach faoi réir rialacháin faoi alt 11, is tréimhse nach lú ná 14 sheachtain chomhleanúnacha, dar tús cibé ceann díobh seo a leanas is túisce, an tréimhse íosta saoire máithreachais d'fhostaí dá dtagraítear i bhfo-alt (1)—
(a) an chéad lá de shaoire mháithreachais a thógfar de réir alt 10, nó
(b) an dáta luí seoil.
Teideal chun saoire mháithreachais bhreise a fháil.
14.—(1) Faoi réir an ailt seo, beidh fostaí a mbeidh saoire mháithreachais tógtha aici i dteideal, más mian léi, saoire bhreise a fháil ar a dtabharfar (agus dá ngairtear san Acht seo) “saoire mháithreachais bhreise” go ceann tréimhse uasta ceithre sheachtain chomhleanúnacha a thosóidh díreach tar éis deireadh a saoire máithreachais.
(2) Beidh fostaí i dteideal saoire mháithreachais bhreise a fháil cibé acu a fadaíodh nó nár fadaíodh an tréimhse íosta saoire máithreachais faoi alt 12.
(3) Beidh teideal chun saoire máithreachais breise faoi réir fostaí do thabhairt fógra i scríbhinn dá fostóir (nó í do chur faoi deara fógra a thabhairt dó amhlaidh) de réir fho-alt (4) go bhfuil sé ar intinn aici saoire den sórt sin a thógáil.
(4) Tabharfar fógra faoi fho-alt (3) an tráth céanna a dtabharfar an fógra iomchuí faoi alt 9 nó tráth nach déanaí ná ceithre sheachtain roimh an dáta arbh é an dáta tuartha é chun dul ar ais ag obair faoi Chuid III dá mba nár thóg an fostaí lena mbaineann an tsaoire mháithreachais bhreise.
(5) Féadfar fógra faoin alt seo a chúlghairm tríd an bhfostaí lena mbaineann do thabhairt fógra eile i scríbhinn dá fostóir tráth nach déanaí ná ceithre sheachtain roimh an dáta arbh é an dáta tuartha é chun dul ar ais ag obair faoi Chuid III dá mba nár thóg an fostaí lena mbaineann an tsaoire mháithreachais bhreise.
(6) Féadfaidh an tAire le hordú fo-alt (1) a leasú chun an tréimhse ceithre sheachtain chomhleanúnacha dá dtagraítear san fho-alt sin a fhadú.
Cearta áirithe etc. a chaomhnú nó a fhionraí fad a bheifear ar shaoire mháithreachais nó ar shaoire mháithreachais bhreise.
15.—(1) Fad a bheidh fostaí as láthair óna cuid oibre le linn di bheith ar shaoire mháithreachais, measfar fostaí den sórt sin a bheith ar fostaíocht ag a fostóir agus, dá réir sin, déileálfar léi, faoi réir alt 19, fad a bheidh sí as láthair amhlaidh, amhail is dá mbeadh sí gan a bheith as láthair amhlaidh agus ní dhéanfaidh an asláithreacht sin difear d'aon cheart (seachas a ceart chun luach saothair fad a bheidh sí as láthair amhlaidh), cibé acu le reacht, le conradh nó ar shlí eile a thugtar di é, a bhaineann lena fostaíocht.
(2) Maidir le tréimhse a mbeidh fostaí as láthair óna cuid oibre ar a feadh le linn di bheith ar shaoire mháithreachais bhreise, measfar gur fostaíocht leanúnach an tréimhse fostaíochta roimh an asláithreacht sin agus a fostaíocht tar éis na hasláithreachta sin maidir le haon cheart, cibé acu le reacht, le conradh nó ar shlí eile a thugtar di é, a bhaineann lena fostaíocht (seachas a ceart chun luach saothair, is ceart a bheidh ar fionraí le linn na hasláithreachta sin).
(3) Ní dhéanfaidh aon ní san alt seo difear do cheart fostaí fostaíocht oiriúnach eile a thairiscint di faoi alt 21.
(4) Ní dhéileálfar le tréimhse asláithreachta fostaí óna cuid oibre le linn di bheith ar shaoire mháithreachais nó ar shaoire mháithreachais bhreise mar chuid d'aon saoire eile (lena n-áirítear saoire bhreoiteachta nó saoire bhliantúil) a bheidh fostaí lena mbaineann i dteideal a fháil.
(5) Measfar nach ranníocóir fostaithe chun críocha an Achta Leasa Shóisialaigh (Comhdhlúthú), 1981, fostaí ar feadh aon seachtaine ranníoca (de réir bhrí an Achta sin) i dtréimhse a mbeidh sí as láthair óna cuid oibre ar shaoire mháithreachais nó ar shaoire mháithreachais bhreise mura bhfaighidh sí aon tuillimh ináirithe (de réir bhrí an Achta sin) i leith na seachtaine sin.
Ceart chun am saor ó obair le haghaidh cúraim réamhbhreithe nó iarbhreithe.
16.—(1) Chun cúram réamhbhreithe nó iarbhreithe (nó cúram réamhbhreithe agus iarbhreithe) a fháil, beidh fostaí lena mbaineann an Chuid seo i dteideal am saor óna cuid oibre a fháil de réir rialacháin a dhéanfaidh an tAire faoin alt seo.
(2) Gan dochar do ghinearáltacht fho-alt (1), féadfaidh rialacháin faoin alt seo socrú a dhéanamh i ndáil leis na hábhair seo a leanas go léir nó le haon cheann díobh—
(a) an méid saor-ama a mbeidh fostaí i dteideal a fháil faoin alt seo;
(b) na téarmaí nó na coinníollacha a bhainfidh le saor-am den sórt sin;
(c) an fógra roimh ré a thabharfaidh fostaí a bheidh i dteideal amhlaidh dá fostóir (lena n-áirítear imthosca nuair nach gá fógra den sórt sin a thabhairt);
(d) an fhianaise a bheidh le tabhairt ag fostaí, a bheidh i dteideal amhlaidh, dá fostóir maidir le haon choinne dochtúra iomchuí nó le haon choinné den tsamhail sin.
(3) Bainfidh alt 15(1) le fostaí a bheidh i dteideal am saor a fháil de réir rialacháin faoin alt seo amhail is dá mba thréimhse asláithreachta óna cuid oibre le linn di bheith ar shaoire mháithreachais tréimhse asláithreachta an fhostaí óna cuid oibre faoin alt seo.
Foirceantaí fostaíochta airbheartaithe áirithe ar neamhní, etc.
17.—Beidh gach ceann díobh seo a leanas ar neamhní:
(a) aon fhoirceannadh airbheartaithe fostaíochta fhostaí lena mbaineann an Chuid seo, le linn di bheith as láthair óna cuid oibre ar shaoire mháithreachais nó ar shaoire mháithreachais bhreise;
(b) aon fhoirceannadh airbheartaithe fostaíochta fhostaí lena mbaineann an Chuid seo, le linn di bheith as láthair óna cuid oibre ar shaor-am faoi alt 16;
(c) aon fhógra foirceanta fostaíochta fhostaí lena mbaineann an Chuid seo, a thabharfar le linn di bheith as láthair óna cuid oibre ar shaoire mháithreachais nó ar shaoire mháithreachais bhreise agus a rachaidh in éag tar éis na hasláithreachta sin;
(d) aon fhógra foirceanta fostaíochta fhostaí lena mbaineann an Chuid seo, a thabharfar le linn di bheith as láthair óna cuid oibre ar shaor-am faoi alt 16 agus a rachaidh in éag tar éis na hasláithreachta sin;
(e) aon fhionraí airbheartaithe óna fostaíocht ar a gcuirfear fostaí lena mbaineann an Chuid seo, ar a gcuirfear í le linn di a bheith as láthair óna cuid oibre ar shaoire mháithreachais, ar shaoire mháithreachais bhreise nó ar shaor-am faoi alt 16.
Fógraí foirceanta fostaíochta áirithe nó fionraíochtaí áirithe a fhadú.
18.—Déanfar aon fhógra foirceanta fostaíochta a thabharfar maidir le fostaí lena mbaineann an Chuid seo, nó aon fhionraí óna fostaíocht ar a gcuirfear fostaí den sórt sin, sula bhfaighidh a fostóir fógra faoi alt 9, 12, 14 nó 16 (nó, más iomchuí, faoi alt 22), nó sula dtabharfar deimhniú ar aird faoi alt 11 lena iniúchadh ag an bhfostóir, agus atá le dul in éag le linn di bheith as láthair óna cuid oibre ar shaoire mháithreachais, ar shaoire mháithreachais bhreise nó ar shaor-am faoi alt 16, a fhadú achar na tréimhse a bheidh sí as láthair óna cuid oibre ar shaoire mháithreachais, ar shaoire mháithreachais bhreise nó ar shaor-am den sórt sin.
Forálacha maidir le tréimhsí promhaidh, oiliúna agus printíseachta.
19.—(1) Fad a bheidh fostaí lena mbaineann an Chuid seo as láthair óna cuid oibre ar shaoire mháithreachais nó ar shaoire mháithreachais bhreise, is fostaí atá, ó thosach a fostaíochta lena fostóir, ar promhadh ina fostaíocht, ag fáil oiliúint i ndáil lena fostaíocht nó ar fostú faoi chonradh printíseachta, beidh a promhadh, a hoiliúint nó a printíseacht ar fionraí fad a bheidh sí as láthair amhlaidh agus críochnóidh sí an céanna ar dhul ar ais ag obair di tar éis na hasláithreachta sin.
(2) Féadfaidh an tAire le rialacháin tréimhse nó tréimhsí oiliúna a fhorordú nach mbeidh feidhm ag fo-alt (1) i ndáil leo.
Cuid III
An Ceart chun Dul ar Ais ag Obair
Ceart ginearálta chun dul ar ais ag obair ar dheireadh a bheith le saoire mháithreachais, etc.
20.—(1) Faoi réir na Coda seo, ar dheireadh a bheith le tréimhse a raibh fostaí lena mbaineann an Chuid seo as láthair ó obair ar a feadh le linn di bheith ar shaoire mháithreachais nó ar shaoire mháithreachais bhreise, beidh sí i dteideal dul ar ais ag obair—
(a) leis an bhfostóir a raibh sí ag obair leis díreach roimh thosach na tréimhse sin nó, más rud é, le linn di bheith as láthair óna cuid oibre, gur tharla athrú úinéireachta ar an ngnóthas ina raibh sí fostaithe díreach sula raibh sí as láthair, le húinéir an ghnóthais ar dheireadh a theacht le tréimhse na hasláithreachta (dá ngairtear “an comharba” san Acht seo),
(b) sa phost a bhí aici díreach roimh thosach na tréimhse sin, agus
(c) faoin gconradh fostaíochta a raibh sí fostaithe faoi díreach roimh thosach na tréimhse sin, 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 sí fostaithe faoi díreach roimh thosach na tréimhse sin, agus (i gceachtar cás) faoi théarmaí nó coinníollacha nach lú fabhar ná na téarmaí agus na coinníollacha a bheadh infheidhmithe ina cás dá mbeadh sí gan a bheith as láthair amhlaidh óna cuid oibre.
(2) Chun críche fho-alt (1) (b), más rud é nach é a gnáthphost nó an post is iondúil a bhíodh aici an post a bhí ag fostaí díreach roimh thosach na tréimhse a raibh sí as láthair ar shaoire mháithreachais nó ar shaoire mháithreachais bhreise ar a feadh, beidh sí i dteideal dul ar ais ag obair ina gnáthphost nó sa phost is iondúil a bhíodh aici nó sa phost sin a luaithe is féidir gan í do shárú, ná gan a fostóir do shárú, forála de reacht nó d'ionstraim arna dhéanamh faoi reacht.
(3) San alt seo ciallaíonn “post”, i ndáil le fostaí, an cineál oibre a bhfuil sí fostaithe lena dhéanamh de réir a conartha fostaíochta agus na cáile agus na háite ina bhfuil sí fostaithe amhlaidh.
Ceart chun fostaíocht oiriúnach eile in imthosca áirithe ar dhul ar ais ag obair.
21.—(1) I gcás teideal a bheith ag fostaí dul ar ais ag obair de réir alt 20 ach nach indéanta le réasún dá fostóir nó don chomharba a cheadú di dul ar ais ag obair de réir an ailt sin, beidh sí i dteideal, faoi réir na Coda seo, go ndéanfadh a fostóir, an comharba nó fostóir comhlachaithe fostaíocht oiriúnach eile faoi chonradh nua fostaíochta a thairiscint di.
(2) Bainfidh na forálacha seo a leanas le conradh nua fostaíochta faoin alt seo:
(a) is obair de shaghas atá oiriúnach i ndáil leis an bhfostaí lena mbaineann agus is iomchuí di lena dhéanamh sna himthosca an obair a cheanglófar a dhéanamh faoi;
(b) maidir leis na téarmaí nó na coinníollacha a bhaineann leis an áit ina gceanglaítear an obair faoi a dhéanamh, leis an gcáil ina bhfostófar an fostaí lena mbaineann agus aon téarmaí nó coinníollacha eile fostaíochta, ní lú fabhar go substaintiúil di iad ná téarmaí agus coinníollacha a conartha fostaíochta díreach roimh thosach na tréimhse a raibh sí as láthair óna cuid oibre ar a feadh le linn di bheith ar shaoire mháithreachais nó ar shaoire mháithreachais bhreise.
Fógra go bhfuiltear chun dul ar ais ag obair.
22.—(1) Beidh an teideal chun dul ar ais ag obair de réir alt 20, nó go dtairgfí fostaíocht oiriúnach eile faoi alt 21, faoi réir fostaí a bhí as láthair óna cuid oibre le linn di bheith ar shaoire mháithreachais nó ar shaoire mháithreachais bhreise de réir an Achta seo do thabhairt fógra i scríbhinn, tráth nach déanaí ná ceithre sheachtain roimh an dáta is dóigh léi a rachaidh sí ar ais ag obair, dá fostóir (nó do chur faoi deara fógra a thabhairt dó amhlaidh) nó, i gcás arb eol di gur tharla athrú úinéireachta ar an ngnóthas lena mbaineann, don chomharba, go bhfuil sé ar intinn aici dul ar ais ag obair agus i dtaobh an dáta is dóigh léi a rachaidh sí ar ais ag obair.
(2) Déanfar fógra faoi fho-alt (1) a dhaingniú go hiardain i scríbhinn tráth nach luaithe ná ceithre sheachtain agus tráth nach déanaí ná dhá sheachtain roimh an dáta is dóigh leis an bhfostaí lena mbaineann go rachaidh sí ar ais ag obair.
Dui ar ais ag obair a chur siar.
23.—Más rud é, mar gheall ar stop leis an obair nó scor d'obair in ionad fostaíochta fostaí, a bheidh ann ar an dáta a bheidh sonraithe i bhfógra faoi alt 22 a thug sí, gur míréasúnach a bheith ag súil go rachadh fostaí ar ais ag obair ar an dáta a sonraíodh san fhógra, féadfaidh sí, ina ionad sin, dul ar ais ag obair nuair a atosófar ar an obair san ionad fostaíochta tar éis an stop nó an scoir, nó a luaithe is féidir le réasún tar éis an atosaithe sin.
Cuid IV
Achtacháin Eile a Leasú nó a Fheidhmiú
Leasú ar alt 2(2) d'Acht 1977.
24.—Leasaítear leis seo alt 2(2) d'Acht 1977 (a shonraíonn dífhostuithe nach bhfuil feidhm ag an Acht sin i ndáil leo) tríd an méid seo a leanas a chur isteach i ndiaidh mhír (b):
“,nó
(c) dífhostú i gcás a gcuirfidh fostóir an fhostaí in iúl don fhostaí i scríbhinn i dtosach na fostaíochta go gcuirfear deireadh leis an bhfostaíocht tar éis d'fhostaí eile atá as láthair óna cuid oibre le linn di bheith ar shaoire mháithreachais nó ar shaoire mháithreachais bhreise nó ar shaor-am faoin Acht um Chosaint Mháithreachais d'Fhostaithe, 1981, teacht ar ais ag obair leis an bhfostóir sin, agus go dtarlóidh dífhostú an fhostaí chéadluaite i dtráth cuí le gurbh fhusaide don fhostaí eile sin teacht ar ais ag obair.”.
Leasú ar alt 6(2) d'Acht 1977.
25.—Leasaítear leis seo alt 6(2) d'Acht 1977 (a shonraíonn na nithe a thugann go measfar gur dífhostú éagórach dífhostú ar ceann ar bith de na nithe sin is cúis leis) tríd an mír seo a leanas a chur isteach i ndiaidh mhír (f):
“(g) fostaí lena mbaineann Cuid II den Acht um Chosaint Mháithreachais d'Fhostaithe. 1981 (seachas duine a shonraítear in alt 2(1) den Acht seo), d'fheidhmiú a cirt faoin Acht um Chosaint Mháithreachais d'Fhostaithe, 1981, chun saoire mháithreachais, saoire mháithreachais bhreise nó saor-am a bheith aici faoin Acht sin; ar choinníoll—
(i) nach mbainfidh an ceanglas maidir le seirbhís leanúnach bliana leis an bhfostóir a dhífhostaigh í i ndáil le cás laistigh den mhír seo, agus
(ii) nach mbainfidh ailt 3 agus 4 den Acht seo le cás den sórt sin.”.
Forálacha a bhaineann i gcás nach gceadaítear d'fhostaí dul ar ais ag obair.
26.—(1) Baineann an t-alt seo le fostaí atá i dteideal faoi Chuid III, tar éis di alt 22 a chomhlíonadh go cuí, dul ar ais ag obair ach nach gceadaíonn a fostóir, an comharba nó fostóir comhlachaithe di sin a dhéanamh, agus ar fostaí í lena mbaineann Acht dá dtagraítear san fho-alt iomchuí den alt seo.
(2) Chun críocha na nAchtanna um Íocaíochtaí Iomarcaíochta, 1967 go 1979, measfar fostaí lena mbaineann an t-alt seo a bheith dífhostaithe de bharr iomarcaíochta agus gurb é an dáta dífhostaithe an dáta a bheidh sonraithe san fhógra iomchuí faoi alt 22(1).
(3) Chun críocha an Achta um Fhógra Íosta agus Téarmaí Fostaíochta, 1973, measfar gur foirceannadh conradh fostaíochta fostaí lena mbaineann an t-alt seo ar an dáta a bheidh sonraithe san fhógra iomchuí faoi alt 22(1).
(4) Chun críocha Acht 1977, measfar gur dífhostaíodh fostaí lena mbaineann an t-alt seo ar an dáta a bheidh sonraithe san fhógra iomchuí faoi alt 22(1), agus measfar gur dífhostú éagórach an dífhostú mura rud é, ag féachaint do na himthosca go léir, go raibh cúiseanna maithe leis an dífhostú.
Díospóidí maidir le teideal faoin Acht seo.
27.—(1) Aon díospóid (seachas éileamh faoi alt 8 d'Acht 1977, arna leathnú le halt 26) idir fostaí lena mbaineann Acht 1977 agus lena mbaineann Cuid II nó Cuid III agus a fostóir, an comharba nó fostóir comhlachaithe, i ndáil le teideal an fhostaí faoin Acht seo (nó le haon ní a thig as teideal den sórt sin nó a bhaineann leis) féadfaidh ceachtar páirtí sa díospóid í a tharchur chuig coimisinéir cirt nó chun an Bhinse.
(2) Éistfidh coimisinéir cirt nó an Binse na páirtithe i ndíospóid faoin alt seo agus aon fhianaise a thabharfaidh siad agus is iomchuí maidir leis an díospóid agus, i gcás coimisinéara cirt, déanfaidh sé moladh i ndáil leis an díospóid agus, i gcás an Bhinse, déanfaidh sé cinneadh i ndáil leis an díospóid.
(3) Beidh feidhm ag ailt 8(3), 8(4)(a), 8(5) go 8(10), 9(1), 10 agus 11 d'Acht 1977 i ndáil le díospóid faoin alt seo, faoi réir na modhnuithe seo a leanas:
(a) déanfar tagairtí sna hailt sin d'éileamh ar shásamh faoin Acht sin a fhorléiriú mar thagairtí do dhíospóid faoin alt seo;
(b) forléireofar alt 8(4)(a) amhail is dá gcuirfí “a tharchur chun” in ionad “a thabhairt os comhair”;
(c) déanfar an tagairt in alt 8(8)(a) do éilimh faoin alt sin a thabhairt os comhair an Bhinse a fhorléiriú mar thagairt do dhíospóid a tharchur faoin alt seo, agus forléireofar ailt 8(8)(d) agus 8(8)(g) dá réir sin;
(d) forléireofar alt 8(10) amhail is dá gcuirfí “faoin alt seo” in ionad “i ndáil le dífhostú is dífhostú éagórach chun críocha an Achta seo”;
(e) forléireofar alt 10 amhail is dá gcuirfí “ag iarraidh ordú á ordú don fhostóir an cinneadh a chur i gcrích de réir téarmaí an chinnte” in ionad “ag iarraidh sásaimh faoin Acht seo” i bhfo-alt (1), agus amhail is dá gcuirfí an fo-alt seo a leanas in ionad fho-alt (2):
“(2) I gcás a gcinnfidh an Chúirt Chuarda in imeachtaí faoin alt seo go bhfuil fostaí i dteideal ordú a fháil faoi fho-alt (1) den alt seo, déanfaidh sí ordú den sórt sin.”;
(f) forléireofar alt 11 amhail is dá gcuirfí “faoin alt seo” in ionad “faoin Acht seo”.
(4) Féadfaidh an tAire rialacháin a dhéanamh chun éifeacht a thabhairt don alt seo agus féadfaidh sé leis na rialacháin sin aon mhodhnuithe breise is gá leis a dhéanamh ar Acht 1977 nó aon mhodhnuithe is gá leis a dhéanamh ar rialacháin faoin Acht sin.
(5) San alt seo ciallaíonn “an Binse” an Binse Achomhairc Fostaíochta.
Leasú ar Sceideal 3 a ghabhann leis an Acht um Íocaíochtaí Iomarcaíochta, 1967.
28.— Leasaítear leis seo Sceideal 3 a ghabhann leis an Acht um Íocaíochtaí Iomarcaíochta, 1967, tríd an méid seo a leanas a chur in ionad mhír 5 (1) (d) (a cuireadh isteach leis an Acht um Íocaíochtaí Iomarcaíochta, 1979):
“(d) tréimhse a raibh an fostaí as láthair óna cuid oibre ar a feadh le linn di bheith ar shaoire mháithreachais, ar shaoire mháithreachais bhreise nó ar shaor-am faoin Acht um Chosaint Mháithreachais d'Fhostaithe, 1981.”.
Na hAchtanna dá dTagraítear | |
Na hAchtanna um Íocaíochtaí Iomarcaíochta, 1967 go 1979 | |
Number 2 of 1981
MATERNITY PROTECTION OF EMPLOYEES ACT, 1981
ARRANGEMENT OF SECTIONS
Preliminary and General
Section | |
Voidance or modification of certain provisions in agreements. | |
Maternity Leave
Right to Return to Work
General right to return to work on expiry of maternity leave, etc. | |
Right to suitable alternative employment in certain circumstances on return to work. | |
Amendment or Application of Other Enactments
Provisions applying where employee not permitted to return to work. | |
Acts Referred to | |
1973, No. 4 | |
1967, No. 21 | |
1979, No. 7 | |
Redundancy payment Acts, 1967 to 1979 | |
1981, No. 1 | |
1977, No. 10 | |
Number 2 of 1981
MATERNITY PROTECTION OF EMPLOYEES ACT, 1981
Part I
Preliminary and General
Short title and commencement.
1.—This Act may be cited as the Maternity Protection of Employees Act, 1981, and shall come into operation on the 6th day of April, 1981.
Interpretation.
2.—(1) In this Act—
“the Act of 1977” means the Unfair Dismissals Act, 1977;
“additional maternity leave” has the meaning assigned to it by section 14;
“employee”, except in Part IV, means a person who is in an employment for the time being specified in or under Part I (other than paragraph 7) of the First Schedule to the Social Welfare (Consolidation) Act, 1981, not being an employment specified in or under Part II of that Schedule;
“employer”, in relation to an employee, does not include an employer who employs that employee—
(a) on a permanent basis for less than 18 hours in each week, or
(b) under a contract of employment, or otherwise, for a fixed term of either less than 26 weeks or of which there are less than 26 weeks still to run;
“maternity leave” has the meaning assigned to it by section 8;
“the Minister” means the Minister for Labour;
“the successor” has the meaning assigned to it by section 20.
(2) In this Act a reference to a Part or section is to a Part or section of this Act, unless it is indicated that reference to some other enactment is intended.
(3) In this Act a reference to a subsection or paragraph is to the subsection or paragraph of the provision in which the reference occurs, unless it is indicated that reference to some other provision is intended.
(2) The Minister may by order, made with the consent of the Minister for Social Welfare, amend subsection (1) so as to vary the application of Part II or Part III.
Orders and regulations.
4.—(1) The Minister may, in relation to any provision of this Act relating to notification (or confirmation of notification), vary by order any such provision.
(2) An order under this Act may contain such consequential, supplementary and ancillary provisions, including any provisions modifying any provision of this Act, as the Minister considers necessary or expedient.
(3) The Minister may by order amend or revoke an order under this Act, including an order under this subsection.
(4) Where an order is proposed to be made under this Act a draft of the order shall be laid before both Houses of the Oireachtas, and the order shall not be made until a resolution approving of the draft has been passed by each such House.
(5) Before making an order or regulations under this Act the Minister shall consult such organisations or other bodies of persons representative of employers and such organisations or other bodies of persons representative of trade unions or bodies analogous to trade unions as he considers appropriate.
(6) Every regulation made under this Act shall be laid before each House of the Oireachtas as soon as practicable after it is made and, if a resolution annulling the regulation is passed by either such House within the next 21 days on which that House has sat after the regulation is laid before it, the regulation shall be annulled accordingly, but without prejudice to the validity of anything previously done under the regulation.
Voidance or modification of certain provisions in agreements.
5.—(1) A provision in any agreement (whether a contract of employment or not, and whether made before or after the commencement of this Act) shall be void in so far as it purports to exclude or limit the application of any provision of this Act or is inconsistent with any provision of this Act.
(2) A provision in any agreement (whether a contract of employment or not, and whether made before or after the commencement of this Act) which is or becomes less favourable in relation to an employee to whom Part II or Part III applies than a similar or corresponding entitlement conferred on her by either of those Parts shall be deemed to be so modified as to be not less favourable to her.
(3) Nothing in this Act shall be construed as prohibiting any agreement referred to in this section from containing any provision more favourable to an employee to whom Part II or Part III applies than any provision in either of those Parts.
(4) References in this section to this Act (other than the references to the commencement of this Act) or to a Part shall be construed as references to this Act or to the Part as amended or extended by or under this Act or any other Act.
Expenses.
6.—Any expenses incurred by the Minister in the administration of this Act shall, to such extent as may be sanctioned by the Minister for Finance, be paid out of moneys provided by the Oireachtas.
Part II
Maternity Leave
Definitions for Part II.
7.—In this Part—
“the expected week of confinement” and “confinement” have the meanings respectively assigned to them by sections 24 and 28 of the Social Welfare (Consolidation) Act, 1981;
“the minimum period of maternity leave” has the meaning assigned to it by section 8.
Entitlement to maternity leave.
8.—(1) Subject to this Part, an employee to whom this Part applies shall be entitled to leave, to be known (and referred to in this Act) as“maternity leave”, from her employment for a period (in this Part referred to as “the minimum period of maternity leave”) of not less than 14 consecutive weeks.
(2) The Minister may by order, made with the consent of the Minister for Social Welfare and the consent of the Minister for Finance, amend subsection (1) so as to extend the period mentioned in that subsection.
Notification to employer.
9.—(1) Entitlement to the minimum period of maternity leave shall be subject to an employee having—
(a) as soon as reasonably practicable but not later than four weeks before the commencement of maternity leave, notified in writing her employer (or caused him to be so notified) of her intention to take maternity leave, and
(b) at the time of the notification, given to her employer or produced for her employer's inspection a medical or other appropriate certificate confirming the pregnancy and specifying the expected week of confinement.
(2) A notification under this section may be revoked by a further notification in writing by the employee concerned to her employer.
Allocation of minimum period of maternity leave.
10.—Subject to sections 11 to 13, the minimum period of maternity leave shall commence on such day as the employee selects, being not later than four weeks before the end of the expected week of confinement, and shall end on such day as she selects, being not earlier than four weeks after the end of the expected week of confinement.
Variation in allocation of minimum period of maternity leave.
11.—(1) Where it is certified by a registered medical practitioner or otherwise to the satisfaction of the Minister and the Minister for Social Welfare that, for a person specified in the certificate, the minimum period of maternity leave should for a medical reason so specified commence on a date so specified, and the certificate is produced for inspection by the employer concerned within such period as may be prescribed by regulations under this section, the minimum period of maternity leave for that person shall commence on the date so specified.
(2) Where a certificate under this section is issued and the requirement in subsection (1) relating to the production of the certificate for the employer's inspection is complied with, the employee specified in the certificate shall be deemed to have complied also with section 9 (1) (a).
Extension of maternity leave.
12.—(1) Where the date of confinement of an employee to whom this Part applies occurs in a week after the expected week of confinement, the minimum period of maternity leave shall be extended by such number of consecutive weeks (subject to a maximum of four consecutive weeks) after the week in which the date of confinement occurs as ensures compliance with section 10.
(2) Where the minimum period of maternity leave is proposed to be extended under this section, the employee concerned shall—
(a) as soon as practicable after the proposal for such extension, notify in writing her employer (or cause him to be so notified) of the proposed extension, and
(b) as soon as practicable after the date of confinement, confirm in writing to her employer the notification under paragraph (a) and specify the duration of the extension.
Commencement of maternity leave (early confinement).
13.—(1) Where, in relation to an employee to whom this Part applies, the date of confinement occurs in a week that is four weeks or more before the expected week of confinement, the employee shall, where the circumstances so require, be deemed to have complied with section 9 (1) (a) if the notification required by that section is given in the period of 14 days commencing on the date of confinement.
(2) Notwithstanding section 10, but subject to regulations under section 11, the minimum period of maternity leave for an employee referred to in subsection (1) shall be a period of not less than 14 consecutive weeks commencing on whichever of the following is the earlier—
(a) the first day of maternity leave taken in accordance with section 10, or
(b) the date of confinement.
Entitlement to additional maternity leave.
14.—(1) Subject to this section, an employee who has taken maternity leave shall, if she so wishes, be entitled to further leave, to be known (and referred to in this Act) as “additional maternity leave”, for a maximum period of four consecutive weeks commencing immediately after the end of her maternity leave.
(2) An employee shall be entitled to additional maternity leave, whether or not the minimum period of maternity leave has been extended under section 12.
(3) Entitlement to additional maternity leave shall be subject to an employee having notified in writing her employer (or caused him to be so notified) in accordance with subsection (4) of her intention to take such leave.
(4) Notification under subsection (3) shall be given either at the same time as the relevant notification under section 9 or not later than four weeks before the date which would have been the expected date of return to work under Part III if the employee concerned had not taken the additional maternity leave.
(5) A notification under this section may be revoked by a further notification in writing by the employee concerned to her employer not later than four weeks before the date which would have been the expected date of return to work under Part III if the employee concerned had not taken the additional maternity leave.
(6) The Minister may by order amend subsection (1) so as to extend the period of four consecutive weeks referred to in that subsection.
Preservation or suspension of certain rights, etc. while on maternity or additional maternity leave.
15.—(1) During a period of absence from her work by an employee while she is on maternity leave, such an employee shall be deemed to have been in the employment of her employer and, accordingly, while so absent she shall, subject to section 19, be treated as if she had not been so absent and such absence shall not affect any right (other than her right to remuneration during such absence), whether conferred on her by statute, contract or otherwise, and related to her employment.
(2) In respect of a period of absence from her work by an employee while she is on additional maternity leave, the period of employment before such absence shall be regarded as continuous with her employment following such absence in respect of any right, whether conferred on her by statute, contract or otherwise, and related to her employment (other than her right to remuneration which, during such absence, shall stand suspended).
(3) Nothing in this section shall affect an employee's right to be offered suitable alternative employment under section 21.
(4) A period of absence from her work while on maternity leave or additional maternity leave shall not be treated as part of any other leave (including sick leave or annual leave) to which an employee concerned is entitled.
(5) An employee shall be deemed not to be an employed contributor for the purposes of the Social Welfare (Consolidation) Act, 1981, for any contribution week (within the meaning of that Act) in a period of absence from her work on maternity leave or additional maternity leave if she does not receive any reckonable earnings (within the meaning of that Act) in respect of that week.
Right to time off from work for antenatal or post-natal care.
16.—(1) For the purpose of receiving ante-natal or post-natal care (or ante-natal and post-natal care), an employee to whom this Part applies shall be entitled to time off from her work in accordance with regulations made under this section by the Minister.
(2) Without prejudice to the generality of subsection (1), regulations under this section may make provision in relation to all or any of the following matters—
(a) the amount of time off to which an employee shall be entitled under this section;
(b) the terms or conditions relating to such time off;
(c) the notice to be given in advance by an employee so entitled to her employer (including circumstances in which such notice need not be given);
(d) the evidence to be furnished by an employee so entitled to her employer of any appropriate medical or related appointment.
(3) Section 15 (1) shall apply to an employee entitled to time off in accordance with regulations under this section as if the employee's period of absence from her work under this section were a period of absence from her work while on maternity leave.
Voidance of certain purported terminations of employment, etc.
17.—Each of the following shall be void:
(a) any purported termination of the employment of an employee to whom this Part applies, while she is absent from her work on maternity leave or additional maternity leave;
(b) any purported termination of the employment of an employee to whom this Part applies, while she is absent from her work on time off under section 16;
(c) any notice of termination of the employment of an employee to whom this Part applies, given while she is absent from her work on maternity leave or additional maternity leave and expiring subsequent to such absence;
(d) any notice of termination of the employment of an employee to whom this Part applies, given while she is absent from her work on time off under section 16 and expiring subsequent to such absence;
(e) any purported suspension from her employment of an employee to whom this Part applies, imposed while she is absent from her work on maternity leave, additional maternity leave or on time off under section 16.
Extension of certain notices of termination of employment or of certain suspensions.
18.—Any notice of termination of her employment given in respect of an employee to whom this Part applies, or any suspension from her employment imposed on such an employee, before the receipt by her employer of a notification under section 9, 12, 14, or 16 (or, where appropriate, under section 22), or before the production for the employer's inspection of a certificate under section 11, and due to expire during her absence from work on maternity leave, additional maternity leave or time off under section 16, shall be extended by the period of her absence from work on maternity leave, additional maternity leave or such time off.
Provisions regarding periods of probation, training and apprenticeship.
19.—(1) During her absence from her work while on maternity leave or additional maternity leave by an employee to whom this Part applies and who, starting with the commencement of her employment with her employer, is on probation in her employment, is undergoing training in relation to her employment or is employed under a contract of apprenticeship, her probation, training or apprenticeship shall stand suspended during such absence and shall be completed by her on her return to work after such absence.
(2) The Minister may by regulations prescribe a period or periods of training in relation to which subsection (1) shall not apply.
Part III
Right to Return to Work
General right to return to work on expiry of maternity leave, etc.
20.—(1) Subject to this Part, on the expiry of a period during which an employee to whom this Part applies was absent from work while on maternity leave or additional maternity leave, she shall be entitled to return to work—
(a) with the employer with whom she was working immediately before the start of that period or, where during her absence from work there was a change of ownership of the undertaking in which she was employed immediately before her absence, with the owner (in this Act referred to as “the successor”) of the undertaking at the expiry of her period of absence,
(b) in the job which she held immediately before the start of that period, and
(c) under the contract of employment under which she was employed immediately before the start of that 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 which is identical to the contract under which she was employed immediately before the start of that period, and (in either case) under terms or conditions not less favourable than those that would have been applicable to her if she had not been so absent from work.
(2) For the purpose of subsection (1) (b), where the job held by an employee immediately before the start of the period of her absence on maternity leave or additional maternity leave was not her normal or usual job, she shall be entitled to return to work, either in her normal or usual job or in that job as soon as is practicable without contravention by her or her employer of a provision of a statute or instrument made under statute.
(3) In this section “job”, in relation to an employee, means the nature of the work which she is employed to do in accordance with her contract of employment and the capacity and place in which she is so employed.
Right to suitable alternative employment in certain circumstances on return to work.
21.—(1) Where an employee is entitled to return to work in accordance with section 20 but it is not reasonably practicable for her employer or the successor to permit her to return to work in accordance with that section, she shall, subject to this Part, be entitled to be offered by her employer, the successor or an associated employer suitable alternative employment under a new contract of employment.
(2) The following provisions shall apply to a new contract of employment under this section:
(a) the work required to be done under it shall be of a kind which is suitable in relation to the employee concerned and appropriate for her to do in the circumstances;
(b) its terms or conditions 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 her than those of her contract of employment immediately before the start of her period of absence from work while on maternity leave or additional maternity leave.
Notification of intention to return to work.
22.—(1) Entitlement to return to work in accordance with section 20 or to be offered suitable alternative employment under section 21 shall be subject to an employee who has been absent from work while on maternity leave or additional maternity leave in accordance with this Act having, not later than four weeks before the date on which she expects to return to work, notified in writing (or caused to be so notified) her employer or, where she is aware of a change of ownership of the undertaking concerned, the successor, of her intention to return to work and of the date on which she expects to return to work.
(2) A notification under subsection (1) shall subsequently be confirmed in writing not earlier than four weeks and not later than two weeks before the date on which the employee concerned expects to return to work.
Postponement of return to work.
23.—Where, because of an interruption or cessation of work at her place of employment, existing on the date specified in a notification under section 22 given by her, it is unreasonable to expect an employee to return to work on the date specified in the notification, she 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.
Part IV
Amendment or Application of Other Enactments
Amendment of section 2 (2) of Act of 1977.
24.—Section 2 (2) of the Act of 1977 (which specifies dismissals in relation to which that Act does not apply) is hereby amended by the insertion of the following after paragraph (b):
“, or
(c) dismissal where the employee's employer at the commencement of the employment informs the employee in writing that the employment will terminate on the return to work with that employer of another employee who is absent from her work while on maternity leave or additional maternity leave or time off under the Maternity Protection of Employees Act, 1981, and the dismissal of the first-mentioned employee duly occurs for the purpose of facilitating the return to work of that other employee.”.
Amendment of section 6 (2) of Act of 1977.
25.—Section 6 (2) of the Act of 1977 (which specifies the matters which cause a dismissal resulting from any of those matters to be deemed to be an unfair dismissal) is hereby amended by the insertion of the following paragraph after paragraph (f):
“(g) the exercise by an employee to whom Part II of the Maternity Protection of Employees Act, 1981, applies (other than a person specified in section 2 (1) of this Act) of her right under the Maternity Protection of Employees Act, 1981, to maternity leave, additional maternity leave or time off under that Act; provided that—
(i) the requirement of one year's continuous service with the employer who dismissed her does not apply to a case falling within this paragraph, and
(ii) sections 3 and 4 of this Act do not apply to such a case.”.
Provisions applying where employee not permitted to return to work.
26.—(1) This section applies to an employee who, having duly complied with section 22, is entitled under Part III to return to work but is not permitted to do so by her employer, the successor or an associated employer, and who is an employee to whom an Act referred to in the relevant subsection of this section applies.
(2) For the purposes of the Redundancy Payments Acts, 1967 to 1979, an employee to whom this section applies shall be deemed to have been dismissed by reason of redundancy, the date of dismissal being deemed to be the date specified in the relevant notification under section 22 (1).
(3) For the purposes of the Minimum Notice and Terms of Employment Act, 1973, the contract of employment of an employee to whom this section applies shall be deemed to have been terminated on the date specified in the relevant notification under section 22 (1).
(4) For the purposes of the Act of 1977, an employee to whom this section applies shall be deemed to have been dismissed on the date specified in the relevant notification under section 22 (1), and the dismissal shall be deemed to be an unfair dismissal unless, having regard to all the circumstances, there were substantial grounds justifying the dismissal.
Disputes regarding entitlement under this Act.
27.—(1) Any dispute (other than a claim under section 8 of the Act of 1977, as extended by section 26) between an employee to whom the Act of 1977 applies and to whom Part II or Part III applies and her employer, the successor or an associated employer, relating to the employee's entitlement under this Act (or to any matter arising out of or related to such an entitlement) may be referred by either party to the dispute to a rights commissioner or to the Tribunal.
(2) A rights commissioner or the Tribunal shall hear the parties to a dispute under this section and any evidence relevant to the dispute tendered by them and, in the case of a rights commissioner, shall make a recommendation in relation to the dispute and, in the case of the Tribunal, shall make a determination in relation to the dispute.
(3) Sections 8 (3), 8 (4) (a), 8 (5) to 8 (10), 9 (1), 10 and 11 of the Act of 1977 shall apply in relation to a dispute under this section, subject to the following modifications:
(a) references in those sections to a claim for redress under that Act shall be construed as references to a dispute under this section;
(b) section 8 (4) (a) shall be construed as if “refer the claim to” were substituted for “bring the claim before”;
(c) the reference in section 8 (8) (a) to the bringing of claims under that section shall be construed as a reference to the referral of a dispute under this section, and sections 8 (8) (d) and 8 (8) (g) shall be construed accordingly;
(d) section 8 (10) shall be construed as if “under this section” were substituted for “in relation to a dismissal that is an unfair dismissal for the purposes of this Act”;
(e) section 10 shall be construed as if “for an order directing the employer to carry out in accordance with its terms the determination” were substituted for “for redress under this Act” in subsection (1), and as if the following subsection were substituted for subsection (2):
“(2) Where, in proceedings under this section, the Circuit Court finds that an employee is entitled to an order under subsection (1) of this section, it shall make such an order.”;
(f) section 11 shall be construed as if “under this section” were substituted for “under this Act”.
(4) The Minister may make regulations for the purpose of giving effect to this section and may by such regulations make any further modifications of the Act of 1977, or any modifications of regulations under that Act, as he thinks necessary.
(5) In this section “the Tribunal” means the Employment Appeals Tribunal.
Amendment of Schedule 3 to Redundancy Payments Act, 1967.
28.—Schedule 3 to the Redundancy Payments Act, 1967, is hereby amended by the substitution of the following for paragraph 5 (1) (d) (inserted by the Redundancy Payments Act, 1979):
“(d) a period during which an employee was absent from her work while on maternity leave, additional maternity leave or time off under the Maternity Protection of Employees Act, 1981.”.