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Working 9 to 5? Flexibility in the workplace and compliance with employment law


Working 9 to 5?
Flexibility in the workplace and compliance with employment law

For some time now, there has been much discussion about the growth in new forms of work, with a suggestion that complexity in the employment relationship is on the increase. In fact, various independent studies do not identify any such increase, and yet anything that falls outside of the traditional 9 to 5, Monday to Friday pattern is viewed as not being the “norm”. Employers are observing that contractual arrangements which do not fit this pattern (for whatever reason) are becoming ever more heavily regulated. Over the last number of years, we have seen the introduction of legislation regulating fixed-term and part-time work, temporary agency work and the proposed legislation addressing zero hours and variable hours arrangements.

It is right and understandable that employees are given as much security as is reasonably possible in their roles and that the law does not facilitate the very small minority of arrangements where an unfair lack of predictability of working hours or security of tenure has led to exploitative working conditions. However, at a time when work practices are adapting to new technologies, greater work life balance is being promoted, and there is ever greater pressure on employers to facilitate employees in the taking of parental and other forms of leave, an appropriate balance is needed in any workplace between the needs of employees and employers for flexibility.

Over the course of this one-day event, Ibec solicitors will review existing legislation and codes of practice on fixed-term, part-time and agency work, examining up to date case law and EU developments. We will also assess in detail cases determining whether an individual should be considered an employee or self-employed, analysing related guidelines such as the Revenue Commissioner’s Code of Practice for Determining Employment or Self-Employment Status of Individuals and recent reports addressing the issue of “contingent employment”.

Date: 18 October 2018
Contact our Programme Administrator Quelba Lima to discuss further
e: | 01 605 1619

Those attending this event can gain a Certification of Completion from Ibec Management Training for CPD points


We will conduct an in-depth study of the forthcoming “banded hourslegislation – the Employment (Miscellaneous Provisions) Bill 2017. Who will be affected? What will it mean for employers where the work they do is always unpredictable? What redress mechanisms will be available to employees and what are the new criminal sanctions which may be imposed on employers in the event of a breach?

Our guest speaker will examine how best to implement and manage a banded hours arrangement in the workplace, focusing on best practice and how best to avoid the pitfalls of such arrangements in light of your business needs. This one-day programme will provide detailed information about the recent and upcoming legal requirements when managing flexibility in the workplace.

Fixed-term and part-time work – what’s new?
  • Equal treatment? - extent of employers’ obligations
  • How objective must your objective justification be?
  • Non-renewal of a fixed-term contract – avoiding the pitfalls
Temporary agency work – taking stock, 6 years on
  • Managing the tripartite relationship of end user, agency and worker
  • Hirer and employer obligations – recent case law
  • Unfair dismissals, equality legislation and the agency worker
When is an employee not an employee?
  • Contracts for service v contracts of service – recent case law
  • Do’s and don’ts of engaging independent contractors
  • Review of recent ESRI and Department of Finance studies
Banded hours legislation – what will it mean for your company?
  • Contract of employment – what are the new requirements?
  • Bands of hours and reference periods – practical implications
  • Refusing to place an employee on a band?
  • Redress mechanisms available to employees
Applying the knowledge - case studies
  • Practical exercise based on recent cases
  • Lessons learned
  • Solutions shared

Matching different forms of contract to different forms of work
  • Outsourcing individual projects
  • Retaining additional workers for short-term needs
  • Agency work and managed services – examining the differences

Banded hours arrangements in the workplace – best practice
  • Implementing and managing banded hours arrangements
  • Flexible working arrangements and your business needs
  • Practical implications for your business

Who should attend:
This programme will be of interest to HR managers, line managers and those who advise them.

Upcoming dates:

No training dates available at the moment.

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  • Course fee:
    Member rate: €330
    Non-member rate: €400
    Plus VAT
    * Cost quoted per person

    Payment method:
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