In addition to arrangements such as the national minimum wage, some employees are covered by particular agreements that deal with the pay and working conditions of the employees concerned and may be included in an employee’s contract of employment.
Following a High Court decision, all Employment Regulation Orders ceased to have statutory effect from 7 July 2011.
The Industrial Relations (Amendment) Act 2012 which reformed the Joint Labour Committees' wage-setting mechanisms came into force on 1 August 2012. Under the Act, the Labour Court adopts an Employment Regulation Order (ERO) drawn up by a Joint Labour Committee. The ERO is given statutory effect by the Minister for Jobs, Enterprise and Innovation.
There are new EROs for the contract cleaning and security industries – see below.
The list of Joint Labour Committees is as follows:
Following a decision of the Supreme Court, all registered employment agreements ceased to have statutory effect from 9 May 2013.
The Industrial Relations (Amendment) Act 2015 provides for a system of registered employment agreements and sectoral employment orders. Registered employment agreements (REAs) are collective agreements that relate to the pay or conditions of employment of specified workers and that are registered with the Labour Court.
Following a request from a trade union or employers’ organisation, the Labour Court may make a recommendation to the Minister for Jobs, Enterprise and Innovation to make a sectoral employment order (SEO). Under the 2015 Act, an SEO may set out minimum pay rates as well as pension and sick pay schemes for an economic sector. Section 13 of the Act defines an economic sector as a “sector of the economy concerned with a specific economic activity requiring specific qualifications, skills or knowledge”
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Following a High Court decision, all Employment Regulation Orders ceased to have statutory effect from 7 July 2011. Following a decision of the Supreme Court, all registered employment agreements ceased to have statutory effect from 9 May 2013.
Employees who were previously covered by an ERO or an REA have existing contracts of employment which govern their pay and conditions of work. If an employer reduces an employee’s rate of pay this would be a change in their contract of employment and normally such changes require the employee’s consent.
You can view the last rates of pay and employment conditions contained in the REAs up to 9 May 2013 for the following sectors:
If you have a question relating to this topic you can contact the Citizens Information Phone Service on 0761 07 4000 (Monday to Friday, 9am to 8pm) or you can visit your local Citizens Information Centre.