Regina Doherty (Meath East, Fine Gael) | Oireachtas source

Yes, we have given it loads of thought. Each of the main elements of this Bill will improve the employment protections for people on if-and-when contracts. The banded hours provision, for example, will apply to somebody on such a contract so that if they have worked an average number of hours over the previous 12-month reference period, they will be entitled to be placed on the band of hours that reflects the realities of those hours that have been worked. The amendments to the terms of the Terms of Employment (Information) Act 1994 will require employers to inform their employees including those on if-and-when arrangements by the fifth day of commencing employment what the employer reasonably expects the normal length of the working day and the working week to be. Employers will also be required to state the expected duration of their contract and whether that contract is fixed or temporary. Employees on if-and-when contracts will also benefit from the new minimum compensation provisions. Where they are given notice of hours of work but do not receive those hours, they will have to be given their two hours' compensation in lieu of the work they have not been given. Finally, employees on if-and-when contracts will also benefit from the anti-penalisation provisions in order that if an employer penalises them for exercising their rights under this Act, they will be entitled to pursue the matter through the WRC.

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