Brightpay Desktop 2025 is now available to download - please click on this link Brightpay Desktop 2025 Download

Click here for the 2024 Webinar and FAQs

Minimum Notice, Dismissals etc.



Minimum Notice

 
The Minimum Notice and Terms of Employment Acts, 1973 to 2014 provides that employees in continuous service with the same employer for at least 13 weeks are entitled to a minimum period of notice before the employer may dismiss them.
 
The period of notice to which an employee is entitled varies according to length of service as follows:
 
Length of Service - Minimum Notice
 
  • Thirteen weeks to two years - One week

  • Two years to five years - Two weeks

  • Five years to ten years - Four weeks

  • Ten years to fifteen years - Six weeks

  • More than fifteen years - Eight weeks

The Acts also provide that employers are entitled to at least one week’s notice from employees who have been employed by them for thirteen weeks or more.
 
Notice entitlements under the contract of employment may exceed the minimum periods stipulated in this Act but any provision in a contract of employment for shorter periods of notice than the statutory minimum periods has no effect. The Acts do not, however, preclude an employer or employee from waiving their right to notice or accepting payment in lieu of notice.
 
The Acts do not affect the right of an employer or employee to terminate a contract of employment without notice due to the misconduct of the other party.
 
 

 

Redundancy Payments Scheme

 
The Redundancy Payments Acts, 1967-2014 impose a statutory obligation on employers to pay compensation to employees dismissed for reasons of redundancy. This arises where an employee’s job ceases to exist and he or she is not replaced for such reasons as the financial position of the firm, because there is not enough work, the firm closes down altogether, or because of re-organisation.
 
The Acts basically provide as follows: -
 
(i) An employee with 104 weeks’ continuous service, over the age of 16, and whose employment is terminated because of redundancy is entitled to a redundancy lump-sum payment.
 
(ii) The lump-sum redundancy payment is calculated as follows:


*two week’s pay for each year of service, and in addition one single week’s pay.
 
*A week’s pay is subject to a ceiling of € 600.00 a week (€31,200 per year)

 
(iii) The lump-sum must be paid by the employer direct to the employee.
 
 
 
 

Dismissal

 
The Unfair Dismissals Acts, 1977 to 2001 provide protection for employees from being unfairly dismissed from their jobs by laying down criteria by which dismissals are judged to be unfair and by providing an adjudication system and redress for an employee whose
dismissal has been found to be unjustified.
 
The Acts provide that every dismissal of an employee will be presumed to have been unfair unless the employer can show substantial grounds justifying the dismissal.
 
In order for a dismissal to be deemed fair the employer must have had fair reasons for the dismissal and must have followed fair procedures. 
 
Furthermore, there is a legal obligation on all employers to supply all employees, not later than 28 days after commencing employment, with written procedures that the employer will observe before dismissing an employee. These procedures are generally contained with the Disciplinary Procedure.
 
Further information on disciplinary procedures can be found at www.brightcontracts.ie or call 01-8499699
 

To book a free online demo of Bright Contracts click here

To download your free trial of Bright Contracts click here

Need help? Support is available at 01 8352074 or [email protected].

2023 BrightPay - System RequirementsBright ID2023 Budget - Employer Summary2023 BrightPay - AvailabilityIntroduction to BrightPayStarting the New Tax YearImporting from the Previous Tax YearInstalling BrightPayMoving from Thesaurus Payroll Manager to BrightPayMoving to BrightPay from another payroll softwareMoving BrightPay to a new PCBureau Enhancements - Additional FunctionalityEmployer SetupDigital CertificatesEmployee SetupRevenue Payroll Notifications (RPNs)Payroll CalendarProcessing PayrollImporting Pay Data from a CSV FilePayroll DeductionsPayroll Submission Requests (PSRs)Distributing PayslipsPaying EmployeesSEPA format - Banks catered for in BrightPayMaking Corrections to PayrollRevenue PaymentsRevenue - Contact Telephone NumbersAnalysisPayroll JournalsProcessing StartersProcessing LeaversBenefit in KindIllness BenefitParenting BenefitsPensionsSwitching an Employee's Pay FrequencyBacking Up & Restoring Data FilesYear EndLeave Reporting & Employee CalendarAnnual LeaveLeave EntitlementsEmployment LawCSOGlossary of Terms (Pre 2019) - Foreign Language Help SheetsBrightPay ConnectGDPRBright Terms and Conditions and BrightPay End User Licence Agreement