Thomas Pringle (Donegal South West, Independent)
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28. To ask the Minister for Jobs, Enterprise and Innovation his plans to review the effects seasonality has on work practices experienced by seasonal workers in counties such as Donegal, taking into account the potential effects fluctuating demand in seasonal work may have on the quality of work and that little research has been done into further understanding the work trends in this sector; and if he will make a statement on the matter. [28657/15]

Gerald Nash (Louth, Labour)
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In accordance with the Statement of Government priorities and following a competitive tendering process I have commissioned University of Limerick to undertake a study on the prevalence of zero hour and low hour contracts and the impact of such contracts on employees.

The study has a broad scope, covering both the public and private sectors, with a particular focus on the retail, hospitality, education and health sectors. As the Deputy is aware, seasonal work is a particular feature of both the retail and the hospitality sector.

The Study will fill the gap in knowledge that currently exists in terms of the hard data and information that is available concerning the prevalence of zero hour and low hour contracts in the Irish economy. It will examine how such contracts operate in practice and assess the advantages and disadvantages from the perspective of employer and employee. It will also assess the current employment rights legislation as it applies to employees on such contracts. The findings will enable me to make any evidence-based policy recommendations to Government considered necessary on foot of the study.

A wide range of stakeholders have been canvassed to contribute to the study, which I expect to be completed shortly. The Deputy will appreciate that I cannot anticipate the outcome of the study, or the Government's consideration of the study's findings.

Seasonal workers are often engaged on a part-time basis. The Protection of Employment (Part-Time Work) Act 2001 provides robust protections for such workers. It provides that a part-time employee cannot be treated less favourably than a comparable full-time employee regarding conditions of employment, and that all employee protection legislation applies to a part-time employee in the same manner as it already applies to a full-time employee. The Protection of Employees (Fixed-Term Work) Act 2003 which provides that fixed-term workers may not be treated less favourably than comparable permanent workers may also be of relevance in the context of seasonal workers.

It is worth noting that since the launch of the Action Plan for Jobs in 2012 there are almost 105,000 more people at work. In 2014 alone, employment increased by almost 30,000. Within this figure part-time employment has shrunk by approximately 10,400 while full time employment has increased by 39,600. It is clear that the Government is succeeding in its twin track approach of creating the conditions for job growth and helping people back to work, including young people in particular. For example, the under-25 age group had an unemployment rate of 20.3% at the end of 2014, down from a peak of 33% in early 2012. Based on current trends and projections, the youth unemployment rate should fall below 20% in 2015.

These positive developments have taken place against the backdrop of the Government's agenda to make work pay, key elements of which include the restoration of the cut in the national minimum wage, the establishment of the Low Pay Commission and the reinstatement of the Joint Labour Committee system. When enacted, the Industrial Relations (Amendment) Bill will provide a new statutory framework to replace the former sectoral Registered Employment Agreements (REAs), and a mechanism for workers who seek to improve their terms and conditions in companies where collective bargaining is not recognised by their employer.