An employee (on a permanent employment contract for past 2 years) has always worked on a 2 shift arrangement on Monday (7 hour shift) & Tuesday (7 hour shift) only each week since she commenced with the Company. The Company, in order to cover its shift requirements for a two week period, now wants the employee to a) increase the number of shifts and b) for the employee to work days other than Mon & Tue. It is known that the employee works for another Company (non-competing) for some other days each week. There are other employees (both male and female) who work shift arrangements with the Company and they generally work between 5 to 7 shifts per week and are available all days. The Company wants to commence discussions with the employee to increase the number of shift that she can undertake and also to be able to do additional shifts on days other than Mon & Tue. 1. What approach would the group recommend? 2. What advice would the group suggest if the employee refused to undertake the planned new arrangement? 3. Can the Company go as far as to terminate the employment contract if the employee refused to co-operate?

Posted in : First Tuesday Q&A ROI on 2 July 2013
Zelda Cunningham
Arthur Cox
Issues covered:

Under the Terms of Employment (Information) Act 1994, employees are entitled to be provided with a written statement of their terms and conditions of employment- including working hours. Once provided to the employee, the Company is generally not entitled to unilaterally change these contractual conditions unless the right to amend working hours, increase working shifts or change days is expressly referred to in the contract or written statement.

The employer should meet with the employee and discuss the requirements of the Company and the necessity of the changes to her working hours. If the employee is amenable to the change, her consent to the changes would remedy any likely issues. Once

Already a subscriber?

Click here to login and access the full article.

Don't miss out, register 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.

Already a subscriber, now or Register

Back to Q&A's This article is correct at 02/09/2015

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.

Zelda Cunningham
Arthur Cox

The main content of this article was provided by Zelda Cunningham. Contact telephone number is +353 1 618 0000 or email

View all articles by Zelda Cunningham