| UD basic award |
2 years remuneration |
Remuneration includes pay and benefits e.g. overtime, bonuses. The dismissed employee has a duty to mitigate his loss by seeking other employment. Compensation will be awarded on the basis of the loss actually incurred by the employee. If the employee completely mitigates his loss by finding new employment immediately, he may still however be awarded four weeks remuneration as a 'basic award'. |
| Redundancy pay |
2 weeks normal pay (capped at €600 per week) x no. of years of continuous employment (over 16 years of age) plus an additional 1 week of normal pay |
If an employee is made redundant he will be entitled to statutuory redundancy pay, once he has at least 104 weeks' service. |
| Insolvency - arrears of pay |
8 weeks pay (capped at €600 per week) |
|
| Insolvency - notice pay |
8 weeks pay (capped at €600 per week) |
|
| Insolvency - holiday pay |
8 weeks pay (capped at €600 per week) |
|
| Insolvency - basic award for unfair dismissal |
2 years remuneration |
Equivalent to the maximum basic award for unfair dismissal. |
| Collective redundancy - failure to inform or consult |
4 weeks remuneration |
|
| TUPE - failure to inform or consult |
4 weeks remuneration |
|
| Statement of employment particulars |
4 weeks remuneration |
|
| Unlawful deduction from Wages |
1 weeks net wages or twice the deduction (where the deduction is greater than 1 weeks net wage) |
Net wages are the net amount of wages (after the making of any lawful deduction) that would have been paid to the employee in respect of the week immediately preceding the date of the deduction if the deduction had not been made. |
| Breach of the Organisation of Working Time Act 1997 |
2 years remuneration |
Only breaches of a 'relevant provision' can lead to a maximum award of 2 years remuneration. The term 'relevant provision' is defined to include, inter alia' section 6(2), sections 11 to 23 and section 26 of the Organisation of Working Time Act 1997. |
