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Information Where you lose your job due to circumstances such as the closure of the business or a reduction in the number of staff this is known as redundancy. Generally a redundancy situation arises if your job ceases to exist and you are not replaced. The reasoning for the redundancy situation could be the financial position of the firm, lack of work, reorganisation within the firm or it may be closing down completely. The Redundancy Payments Acts 1967–2012 provide a minimum entitlement to a redundancy payment for employees who have a set period of service with the employer. Not all employees are entitled to this statutory redundancy payment, even where a redundancy situation exists. If you do qualify for redundancy there are specific redundancy procedures which employers and employees must follow in order to comply with the legislation. Rules To be eligible for a redundancy payment under the Acts, you must satisfy the following requirements: - You must be aged 16 or over. (Since 8 May 2007 there is no upper age limit of 66.) - You must be in employment that is insurable under the Social Welfare Acts. Full-time employees under the age of 66 must be paying Class A PRSI. (This insurability requirement does not apply to part-time workers - see below.) - You must have worked continuously for your employer for at least 104 weeks over the age of 16. - You must have been made redundant. Continuous employment In deciding whether you have worked continuously for your employer for at least 104 weeks (2 years), the following situations will not break the continuity of your service: - You were on maternity leave, adoptive leave, parental leave or carer's leave - You were off work through illness, agreed absence, holidays or lay off - You were dismissed due to redundancy before reaching 104 weeks' service and then taken back by your employer within 26 weeks of that dismissal - You have been re-employed within 4 weeks of dismissal by an associate company of your previous employer - You have been voluntarily transferred to another employer and it is agreed that the continuity of your service will not be broken - You are placed back in your employment under the unfair dismissals legislation - You are on strike or locked out of your employment - There has been a transfer of the business you work for to a new owner If you are an apprentice, the same rules apply to you and you may qualify for redundancy payment unless you are dismissed within one month after the end of your apprenticeship. Agency employees are also protected under redundancy legislation. If the employment agency pays the wages, it is responsible for paying the statutory redundancy payment. Part-time workers The Redundancy Payments Act 2003 amended the insurability requirements for redundancy to ensure the rights of part-time workers to statutory redundancy. This amendment brings them into line with the Protection of Employees (Part-Time Work) Act 2001 which provides that part-time employees cannot be treated in a less favourable manner than comparable full-time employees in relation to conditions of employment. It means that the right of certain part-time workers (such as those in casual employment or in employment of inconsiderable extent) to statutory redundancy is now recognised. They must still meet the requirement for 2 years' continuous service as described above. Dismissal must have occurred In order to demonstrate that dismissal must have occurred there must have been a termination of your employment, with or without notice. Even if you are employed for a fixed term there is a dismissal if that term expires without being renewed under the same or a similar contract. There will also be a dismissal if you have terminated your contract of employment in circumstances where, due to the behaviour of your employer, your action is considered justified. This is known as constructive dismissal. Unfair selection for redundancy Although a redundancy situation exists, you may have grounds for complaint if the manner of your selection for redundancy was unfair. In selecting a particular employee for redundancy, an employer should apply selection criteria that are reasonable and are applied in a fair manner. You are entitled to bring a claim for unfair dismissal if you consider that you were unfairly selected for redundancy or consider that a genuine redundancy situation did not exist. Examples of these situations might include where the custom and practice in your workplace has been last in, first out and your selection did not follow this procedure. Another example may be where your contract of employment sets out criteria for selection which were not subsequently followed. Under the unfair dismissals legislation, selection for redundancy based on certain specific grounds is considered unfair. These include redundancy as the result of an employee's trade union activity, pregnancy or religious or political opinions. The employment equality legislation also prohibits selection for redundancy that is based on any of the following nine grounds: gender, civil status, family status, age, disability, religious belief, race, sexual orientation or membership of the Traveller community. How to apply Your employer must give you at least 2 weeks' notice of the redundancy. On the date of the termination of employment your employer should pay the redundancy lump sum due to you. If your employer has not paid your redundancy lump sum, you should apply to your employer for it using form RP77 If your employer still refuses to pay it, you can apply to the Department of Social Protection for direct payment from the Social Insurance Fund. This must be done online using form RP50. You can read more details about this in our document on redundancy procedures. You can read this list of frequently asked questions about redundancy. If you believe you have been unfairly selected for redundancy, you may make a claim of unfair dismissal under the Unfair Dismissals Acts 1977-2007 (pdf). You must use the new online complaint form (available by selecting ‘Make a complaint in relation to employment rights’ on workplacerelations.ie). Note: if you make a claim for unfair dismissal, you cannot also claim redundancy. Further information Workplace Relations Customer Services Department of Jobs, Enterprise and Innovation O'Brien Road Carlow Ireland Opening Hours: Mon. to Fri. 9.30am to 5pm Homepage: http://www.workplacerelations.ie/en/
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Eolas Iomarcaíocht a thugtar ar chailleadh poist in Éirinn de bharr dhúnadh gnó nó laghdú teacht ar an bhfoireann nó a leithéid. De ghnáth beidh iomarcaíocht i gceist má thagann deireadh le do phost agus mura ngabhann aon duine eile d'ionad. Cúiseanna a d'fhéadfadh a bheith le hiomarcaíocht ná staid airgeadais an ghnóthais, easpa oibre, atheagrú an ghnóthais, nó é a bheith ag dúnadh uile. Tugann na hAchtanna um Íocaíochtaí Iomarcaíochta 1967–2012 íostheidlíocht le haghaidh íocaíochtaí iomarcaíochta do dhaoine a bhfuil tréimhse seirbhíse socraithe caite acu leis an bhfostóir. Ní gach fostaí a bhíonn i dteideal na híocaíochta reachtúla iomarcaíochta seo, fiú nuair atá iomarcaíocht i gceist. Má tá tú incháilithe le haghaidh iomarcaíochta tá nósanna iomarcaíochta le leanúint ag fostaithe agus fostóirí chun a bheith in oiriúint leis an reachtaíocht. Rialacha Chun a bheith incháilithe le haghaidh íocaíocht iomarcaíochta de réir na nAchtanna, caithfear na riachtanais seo a leanas a shásamh: - Caithfidh tú a bheith 16 bliain d'aois nó níos mó. (Ó 8 Bealtaine 2007 chuir deireadh leis an uasteorann 66 bliain d'aois chun bheith i dteideal íocaíochtai reachtúla iomarcaíochta.) - Caithfidh tú a bheith i bhfostaíocht inárachais de réir na nAchtanna Leasa Shóisialaigh. Ní mór d'fhostaithe lánaimseartha faoi bhun aois 66 ÁSPC Aicme A a íoc. (Níl an riachtanas inárachaitheachta i bhfeidhm maidir le hoibrithe páirtaimseartha – féach thíos) - Caithfidh go raibh tú ag obair go leanúnach ar son do fhostóra le 104 seachtaine ar a laghad (2 bhliain) os cionn 16 bliain d'aois - Caithfidh go briseadh as do phost tú de bharr iomarcaíochta Fostaíocht leanúnach Agus ag tabhairt breithe ar ar oibrigh tú go leanúnach ar son do fhostóra le 104 seachtaine ar a laghad, ní chuirfidh aon cheann de na cásanna seo isteach ar an mbreithiúnas: - Bhí tú ar saoire mháithreachais, shaoire uchtála, shaoire thuismitheora nó shaoire chúramóra - Bhí tú saor ón obair de bharr tinnis, mar gheall ar neamhláithreacht réamhshocraithe, laethanta saoire, nó leagan as foirne. - Briseadh as do p(h)ost tú de bharr iomarcaíochta sula raibh 104 seachtaine seirbhíse slánaithe agat agus athfostaíodh tú taobh istigh de 26 seachtaine ina dhiaidh - Athfhostaíodh tú taobh istigh d'achar ceithre seachtaine ag cuideachta chomhlachaithe de chuid do iarfhostóir. - Rinneadh tú a aistriú chuig fostóir eile go toilteanach agus aontaíodh nach gcuirfeadh seo isteach ar leanúnachas do chuis seirbhíse - Cuirtear ar ais thú i do chuid fostaíochta de bharr na reachtaíochta um dhífhostú éagórach - Tá tú ar stailc nó frithdhúnta ó do chuid oibre. - Má aistríodh an gnó lena bhfuil tú ag obair, go dtí úinéir nua. Más printíseach thú, tá na rialacha céanna i bhfeidhm maidir leatsa agus seans go mbeidh tusa incháilithe le haghaidh íocaíocht iomarcaíochta mura mbristear as do phost thú taobh istigh de mhí roimh an phrintíseacht a chríochnú. Déanann reachtaíocht iomarcaíochta fostaithe gníomhaireachta chosaint chomh maith. Más iad an ghníomhaireacht fostaíochta a íocann an tuarastal, is iad atá freagrach as an íocaíocht reachtúil iomarcaíochta a íoc. Oibrithe páirtaimseartha Déanann an tAcht um Íocaíochtaí Iomarcaíochta 2003 leasú ar riachtanais inárachais iomarcaíochta chun cearta oibrithe páirtaimseatha a chinntiú um iomarcaíocht reachtúil. De bharr an leasaithe seo tá siad anois ar aon dul le An tAcht um Chosaint Fostaithe (Obair Pháirtaimseartha) 2001 a tugann le fios nach féidir caitheamh le hoibrithe lánaimseartha níos fabhraí ná le hoibrithe páirtaimseatha maidir le coinníollacha fostaíochta. Caithfidh siad an riachtanas 2 bhliain seirbhís leanúnach a shásamh - féach an cur síos thuas. Cíallaíonn seo go n-athnaítear anois cearta oibrithe páirtaimseartha (iad sin i mbreacfhostaíocht nó mionfhostaíocht) maidir le hiomarcaíocht reachtúil. Caithfidh dífhostú a bheith i gceist Ionas le cinntiú gur dífhostú atá i gceist, caithfidh gur tháinig deireadh le do chuid fostaíochta, le nó gan rabhadh. Agus tú fostaithe le haghaidh achar socraithe beidh dífhostú i gceist má thagann deireadh leis an socrú gan é a athnuachan faoin gconradh. Beidh dífhostú i gceist freisin, má chuireann tú deireadh le do chonradh agus cúis mhaith agat de bharr iompar do fhostóra. Dífhostú inchiallaithe a dtugtar ar seo Roghnú éagórach um iomarcaíocht Cé go bhfuil iomarcaíocht i gceist, seans go mbeidh de cheart agat gearán a dhéanamh má roghnaíodh thú go héagórach. Agus fostóir ag roghnú fostaí le hiomarcaíochta, ba chóir dó critéir roghnaithe a chuir i bhfeidhm go réasúnta agus go cothrom. Tá tú i dteideal gearán a dhéanamh le haghaidh dífhostú éagórach má cheapann tú gur roghnaíodh go héagórach tú le haghaidh iomarcaíochta nó má cheapann tú nach raibh cás iomarcaíochta ann. Samplaí eile de seo ná nuair a leantar an nós 'is déanaí isteach is túisce amach' i d'ionad oibre ach nár leanadh leis i do chás-sa. Sampla eile ná nuair a leagadh critéar roghnaithe amach i gconradh fostaíochta nár leanadh leis. De réir na reachtaíochta um dhífhostú éagórach, meastar roghnú le haghaidh iomarcaíochta, déanta ar bhoinn áirithe a bheith éagórach. San áireamh anseo tá iomarcaíocht de bharr gníomhaíochtaí ceardchumainn an fhostaí, toircheas an fhostaí nó tuairimí an fhostaí i leith an chreidimh nó na polaitíochta. Leis sin, cuireann an reachtaíocht ar chomhionannas fostaíochta (pdf) cosc ar roghnú um iomarcaíocht ar na naoi mbonn seo a leanas: inscne, stádas sibhialta, stádas clainne, aois, míchumas, creideamh, cine, claonadh gnéasach, nó ballraíocht den Lucht Siúil. Conas iarratas a dhéanamh Ní mór do d’fhostóir 2 sheachtain d’fhógra na hiomarcaíochta a thabhairt. Ar dháta foirceannadh fostaíochta ní mór do d’fhostóir cnapshuim iomarcaíochta a íoc leat atá dlite duit. Mura bhfuil do chnapshuim iomarcaíochta íoctha ag d’fhostóir, ba chóir duit iarratas ar d'fhostóir a dhéanamh ar fhoirm RP77 (pdf). Má dhiúltaíonn d'fhostóir don íocaíocht fós, is féidir leat iarratas a chur isteach chuig an Roinn Coimirce Sóisialaí le haghaidh íocaíochta dírí ón gCiste Árachais Shóisialaigh. Caithfear iarratas ar líne a dhéanamh agus foirm RP50 á húsáid. Tá tuilleadh faisnéise ar fáil sa doiciméad faoi nósanna imeachta iomarcaíochta. Tá liosta de cheisteanna coitianta maidir le hiomarcaíocht ann freisin. Má cheapann tú go ndearnadh roghnú éagórach um iomarcaíocht ort, tig leat éileamh a dhéanamh faoi na hAchtanna um Dhífhostú Éagórach 1977-2007 (pdf) tríd an fhoirm ghearáin ar líne nua a úsáid (á fáil trí ‘Déan iarratas maidir le cearta fostaíochta’ a roghnú ar workplacerelations.ie). Nóta: má chuireann tú isteach ar chúiteamh le haghaidh dífhostaithe éagóraigh ní féidir cuir isteach le haghaidh iomarcaíochta. Tuilleadh eolais Seirbhísí do Chustaiméirí um Chaidreamh san Ionad Oibre An Roinn Post, Fiontar agus Nuálaíochta Bóthar Uí Bhriain Ceatharlach Éire Uaireanta Oscailte:Luan go hAoine 9.30rn go 5in Láithreán Gréasáin: http://www.workplacerelations.ie/en/