My query relates to employing non English-speaking staff. What requirements with respect to a contract of employment, company procedures and training are placed on an employer who either: (a) Recruits an employee who only has basic English; or (b) Takes on a work placement who only has basic English?Posted in : First Tuesday Q&A ROI on 8 May 2013
The Employment Equality Acts 1998 to 2012 protect employees from discrimination or less favourable treatment on grounds of their race or nationality, ethnic or social origin. The Equality Tribunal and Labour Court have held that a failure to provide certain documents (for example, health and safety documentation, disciplinary procedures, grievance procedures, the employee’s contract) in a language that the employee understands can amount to discrimination by the employer. It has also been held that employers have a positive duty to ensure all health and safety documentation is explained to
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.
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.