We have an employee who is due to return to work from maternity leave. She will be returning to the same role, same duties, pay, etc. as before. The only one change that has occurred during her maternity leave is that of her work office. Prior to her maternity leave she had her own office. This office has now been assigned to one of her colleagues and we are planning on assigning her a different office, which she will be required to share with one/two other colleagues. Is there a risk that would be viewed as a change to less favourable terms and conditions of employment? There is a flexibility clause in her contract regarding work location.Posted in : First Tuesday Q&A ROI on 5 April 2013
The Maternity Protection Act 1994 and the Maternity Protection (Amendment) Act 2004 (the “Acts”) set out the protection available for employees during and after their pregnancy. Section 26 of the Acts provides that employees returning from maternity leave have a general right to return to the same job, with the same contract of employment, as they had immediately prior to their maternity leave.
Section 27 of the Acts provides that in circumstances where it is not reasonably practicable for the employee to return to her position under the same terms and conditions as she had prior to her
Already a subscriber?
Click here to login and access the full article.Log in now to read the full article
Don't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Irish Employment Law Hub? We help thousands of people like you understand how the latest changes in Irish employment law impact your business through a mix of case law analysis and in-depth articles. All delivered right to your inbox.
We help you to understand the ramifications of each important case from Ireland and Europe.
We help you ensure that your organisation's policies and procedures are fully compliant with Irish law.
You will receive regular updates on Irish employment law including case law reviews, legislative changes, topical updates as well as answers to your burning questions through our Q&A feature.
You will have 24/7 access to the Employment Law Hub so you can research case law and HR issues when you need to.
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.