I am conscious of the need for vigilance against the exploitation of vulnerable workers, including migrant workers. It is important to bear in mind that migrant workers can, and do, obtain the full benefits and protection of Irish labour law. Naturally, unscrupulous employers may try to take advantage of those in a vulnerable position. However, the Government will not stand aside while employers try to gain unfair competitive advantage by short-changing workers on their entitlements.
The foundation for the protection of vulnerable workers, including migrants, is the existing strong legislative base underpinning employment rights in Ireland which has been built upon by successive Governments. This includes the Protection of Young Persons (Employment) Act 1996, the Organisation of Working Time Act 1997, the National Minimum Wage Act 2000 and the Payment of Wages Act 1991.
There is also a code of practice on engagement of domestic staff in private houses, introduced in May 2007. It emphasises that employees in other people's homes have an equal entitlement to the employment rights and protections available to any other employee. It highlights several of these rights and includes provisions relating to protections that have particular relevance to these employers and employees.
The Employment Law Compliance Bill 2008 will further strengthen the protective framework. The Bill, which is on the Order Paper, is being finalised in consultation with stakeholders. I have requested the Department to ensure Second Stage will be taken early in the next parliamentary session.
In addition to a strong legislative foundation, there is highly effective industrial relations machinery through which to process claims by employees with grievances, including rights commissioners, the Labour Court and the Employment Appeals Tribunal. We have strengthened inspection and enforcement mechanisms.
Recent media coverage of abuses were a timely reminder of why the Government set up the National Employment Rights Authority as a key outcome of the social partnership process. The issues highlighted in the media are disturbing. However, these issues are not unknown to us. In over 20,000 workplace inspections so far this year, the authority has determined an average breach rate of 21%. It has had considerable success since it started operations in 2007 in ensuring abuses of workers rights and entitlements will not go unchecked.
Additional information not given on the floor of the House.
However, no matter how efficient an inspectorate we have, not every case of exploitation will be caught. That is why one of the best defences we have against abuse of workers is good quality information and ease of access to redress — both of which will empower the individual vulnerable worker to take the matter further. Information and good communication of workers' rights is a key element of employment rights compliance. Great emphasis is put on this by NERA, which reproduces its employment rights information in 12 languages and has 80 labour inspectors currently active who are skilled in foreign languages. These efforts are complemented greatly by the contribution that is made by the social partners — both trade unions and employers — as well as the established employment rights bodies to greater awareness of responsibilities and rights in the workplace.
The ability to prosecute employers who do not comply with the law is also a necessary tool in ensuring that employees statutory employment rights are respected and NERA has such a remit. In 2007, NERA referred 98 cases to the Chief State Solicitor's office for prosecution with 80 prosecution cases commenced to date in 2008.