Dara Calleary (Mayo, Fianna Fail)
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130. To ask the Minister for Jobs, Enterprise and Innovation if he is planning an awareness campaign to ensure all families are aware of any ramifications arising from the recent ruling by the Workplace Relations Commission on au pairs; and if he will make a statement on the matter. [5259/16]

Dara Calleary (Mayo, Fianna Fail)
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131. To ask the Minister for Jobs, Enterprise and Innovation if he will introduce a definition of the job of an "au pair" and responsibilities associated with this work in order to avoid any potential exploitation in such roles; and if he will make a statement on the matter. [5260/16]

Dara Calleary (Mayo, Fianna Fail)
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132. To ask the Minister for Jobs, Enterprise and Innovation if he has examined the regulatory frameworks and codes of conduct regarding au pairs and associated responsibilities with this work in other European Union states such as the United Kingdom; and if he will make a statement on the matter. [5261/16]

Richard Bruton (Dublin Bay North, Fine Gael)
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I propose to take Questions Nos. 130 to 132, inclusive, together.

There is no separate legal definition of the term “au pair” in Irish legislation, and individuals described as “au pairs”, “nannies” or “child-minders” are not exempted or treated as separate categories of workers under Irish employment law. Ireland’s body of employment rights legislation protects all employees who are legally employed on an employer-employee basis, regardless of what title is given to them. Therefore, once it is clear that a person is working under a contract of employment (written or verbal), on a full-time or part-time basis, that person has the same protection under employment law as other employees, including entitlement to the national minimum wage. The National Minimum Wage Act 2000 defines a contract of employment as a contract of service or apprenticeship, or any other contract whereby an individual agrees with another person to do or perform personally any work or service for that person.

All employers, including those in private homes, carry the same obligations in relation to compliance with employment law. Where the Workplace Relations Commission (WRC), which is responsible for securing compliance with employment legislation, receives a complaint involving somebody described as an au pair, the WRC will investigate with a view to establishing whether a person has statutory entitlements under employment law. Complaints involving au pairs are considered on a case-by-case basis, in the light of the facts of each case.

In relation to public awareness, the WRC Information, Customer Services and Inspectorate functions maintains a high profile as part of the State body primarily responsible for information and compliance on employment rights in a number of ways. All employers, including those in private homes, carry the same obligations in relation to compliance with employment law. To ensure that awareness of these obligations is maintained, the WRC collaborates with key partners including civil society organisations, the trade union movement, employer organisations and other State bodies. WRC publications are widely distributed through the offices of community organisations, NGOs and Citizen Information Offices. The WRC also participates in conferences and events and makes presentations not only to employer and employee groups but also to community and educational groups.

The recent WRC decision does not constitute any change to existing employment law and any persons working under a contract of employment must continue to have the full protection of employment law. The Department of Jobs, Enterprise and Innovation has no plans to review the status of au pairs with a view to deeming persons determined to be employees to be outside the scope of employment law. The Department’s remit in this area is primarily concerned with ensuring that those people found to be employees can enforce their rights, as provided for under employment rights legislation.