National Employment Rights Authority


RECORDS THAT MUST BE KEPT ON EACH EMPLOYEE (as per NERA) 2008 TERMS OF EMPLOYMENT The terms of Employment (Information) Act 1994 provides that an employer must issue their employees with a written statement of terms and conditions relating to their employment within two months of commencing employment. It must include the following: The full names of the employer and the employee. The address of the employer, The place of work, or where theire is no main place of work, a statement including that an employee is required or permitted to work at various places.  Job title or nature of the work.  Date of commencement of employmnet.  If the contrac tis temporary, the expected duration of employmentIf the contract is for a fixed-term, the date on which the contract expires.  The rate of pay or method of calculating pay.  Whether pay is weekly, monthly or otherwise Terms or conditions relating to hours of work, inlcuding overtime.  Terms or conditions relating to paid leave (other than paid sick leave).  Terms or conditions relating to incapacity for work due to sickenss or injury Therms or conditions relating to pensions and pension schemes Periods of notice or method of determining periods of notice A reference to any collective agreements which affects the terms of employment.  For further information on RECORDS TO BE MADE AVAILABLE FOR INSPECTION contact the IHF office on 056-8833808

NERA INSPECTION SERVICES NERA Inspection Services are responsible for monitoring and enforcing compliance with certain employment conditions for all categories of workers. Inspections can be initiated in a number of ways: •In response to complaints received of alleged non-compliance with relevant employment rights legislation. •As part of NERA’s compliance campaigns which focus on compliance in a specific sector or compliance in respect of a specific piece of legislation. •Routine inspections, which act as a control measure. NERA Inspectors have the power to: Enter at all reasonable times any premises where there are reasonable grounds for believing that any workers are employed. •Require the production of records to demonstrate compliance with employment legislation. •Inspect, examine and copy such records. •Interview any person. Where evidence of non-compliance with the relevant employment rights legislation is found, NERA works with the employer to achieve compliance. If there are underpayments of statutory minimum rates of pay NERA seeks redress for the individual/s concerned. Where breaches are not rectified, or where there are substantial breaches of employment rights legislation, NERA may initiate a prosecution.