I understand the concern these changes may have for workers and their families during an already challenging period for both individuals and businesses.
The Terms of Employment (Information) Act 1994 provides that an employer must provide their employee with a written statement of the particulars of the employee’s terms of employment. It also provides that an employer must notify the employee of any changes in the particulars given in the statement. The Act provides a right of complaint to the Workplace Relations Commission (WRC) where an employer fails to comply with either of the above. The WRC is an office under the aegis of my Department. As part of its functions the WRC provides information relating to employment entitlements/obligations and industrial relations matters by means of their telephone service. This service is manned by experienced Information Officers.
While an employer may renegotiate the terms and conditions of the contract of employment with an employee, they may not reduce any term or condition to a level lower than statutory entitlement. It is best practice that any such renegotiation should be undertaken in consultation with the affected employee, and taking a long-term view of the employment relationship.
An employee may have recourse to pursue a complaint to the Workplace Relations Commission under the Unfair Dismissals Acts 1977 to 2015, the Safety, Health and Welfare at Work Act 2005 or the Employment Equality Acts 1998 to 2015.