19
Being an Informed Employee
Back in Business · Strand 4: Being Informed and Making Informed Decisions
6 Learning
Outcomes
Outcomes
Click any learning outcome to expand it, then tap a card to reveal its content
19.1
Examine how employees are protected both legislatively and non-legislatively in the workplace
Examine
▼
EXAMINEStudy in detail and consider key aspects. A good answer names both types of protection, explains how each works, and gives a real workplace example for each. Note that legislative protection involves external bodies (WRC, Labour Court); non-legislative protection happens within the workplace itself.
Legislative protection
Workplace Relations Commission (WRC)
The WRC is an independent state body that handles employment rights complaints. Its services include:
+- Advisory Service — helps both sides improve workplace procedures before problems escalate.
- Mediation — a voluntary and confidential process to resolve disputes with the help of a neutral third party.
- Adjudication — investigates complaints and issues legally binding decisions under employment law.
- Inspection and Compliance — monitors workplaces to ensure employers are following employment legislation.
Employment Legislation
A wide range of laws protect employees in Ireland, covering pay, working conditions, health and safety, discrimination, job security, and dismissal. Key acts include:
+- National Minimum Wage Act 2000
- Organisation of Working Time Act 1997
- Safety, Health and Welfare at Work Act 2005
- Employment Equality Acts 1998–2015
- Unfair Dismissals Acts 1977–2015
- Redundancy Payments Acts 1967–2014
Non-legislative protection
Grievance Procedure
A formal internal process that allows employees to raise complaints about issues such as unfair treatment or poor working conditions. This protects employees by ensuring complaints are dealt with in a structured and transparent way before escalating to an external body like the WRC.
E.g. A worker who feels they are being treated unfairly by a manager can submit a formal grievance and have it reviewed by HR before taking any legal steps.
+E.g. A worker who feels they are being treated unfairly by a manager can submit a formal grievance and have it reviewed by HR before taking any legal steps.
Trade Union Representation
Employees may seek support from a shop steward or trade union official during disputes with management. This protects employees by ensuring they are represented in meetings and supported during disciplinary or pay-related discussions, giving them a stronger voice than they would have alone.
E.g. A worker facing a disciplinary hearing can ask a union rep to attend the meeting and ensure fair procedures are followed.
+E.g. A worker facing a disciplinary hearing can ask a union rep to attend the meeting and ensure fair procedures are followed.
Meet and Talk / Direct Discussion
Employees may resolve issues informally through direct conversation with their employer, without needing a formal procedure or external body. This quick, low-cost approach can resolve minor disputes before they escalate and preserves the working relationship.
E.g. An employee who notices an error in their payslip raises it directly with their manager and has it corrected within the week.
+E.g. An employee who notices an error in their payslip raises it directly with their manager and has it corrected within the week.
19.2
Investigate how the rights and responsibilities of both employees and employers are set out in current relevant employment legislation
Investigate
▼
INVESTIGATEStudy in detail. This LO appeared in three sample papers covering pay rights and discrimination grounds. Know the key legislation for each area, the employee right it creates, and the corresponding employer responsibility.
Pay
Right to the National Minimum Wage
Under the National Minimum Wage Act 2000 (as amended), employees are entitled to be paid at least the statutory hourly minimum wage (€13.50 in 2025). An employer cannot legally pay any worker below this rate.
Employer responsibility: pay at least the national minimum wage to all eligible workers; the rate is set by the government and updated regularly.
+Employer responsibility: pay at least the national minimum wage to all eligible workers; the rate is set by the government and updated regularly.
Right to a Payslip
Under the Payment of Wages Act 1991 (as amended), employees are entitled to receive a written payslip every time they are paid. The payslip must show gross pay, all deductions (PAYE, PRSI, USC), and net pay, so employees can verify they are being paid correctly.
Employer responsibility: provide a payslip to every employee on every pay day, showing all relevant deductions.
+Employer responsibility: provide a payslip to every employee on every pay day, showing all relevant deductions.
Conditions
Right to Limited Working Hours
Under the Organisation of Working Time Act 1997, employees cannot be required to work more than an average of 48 hours per week. Employees are also entitled to statutory rest breaks and paid annual leave.
Employer responsibility: ensure employees do not work excessive hours, receive proper breaks, and receive their full annual leave entitlement.
+Employer responsibility: ensure employees do not work excessive hours, receive proper breaks, and receive their full annual leave entitlement.
Right to Written Terms of Employment
Employers must provide new employees with a written statement of their core terms of employment within five days of starting work (updated under the EU Transparent and Predictable Working Conditions Directive). Full written terms must follow within one month.
Employer responsibility: provide clear, written documentation of job title, pay, hours, and conditions to every new employee promptly.
+Employer responsibility: provide clear, written documentation of job title, pay, hours, and conditions to every new employee promptly.
Health and safety
Right to a Safe Working Environment
Under the Safety, Health and Welfare at Work Act 2005, employees have the right to work in an environment that does not expose them to unnecessary risk. Employers must take reasonable steps to prevent accidents, provide safety training, and supply protective equipment where needed.
Employer responsibility: carry out risk assessments, provide a safety statement, train all staff on relevant hazards, and supply necessary protective equipment.
+Employer responsibility: carry out risk assessments, provide a safety statement, train all staff on relevant hazards, and supply necessary protective equipment.
Right to Raise Safety Concerns Without Penalty
Under the same Act, employees have the right to report safety concerns or refuse unsafe work without fear of dismissal or penalisation. Employees also have a responsibility to follow safety procedures and use equipment correctly.
E.g. A construction worker who refuses to work without proper safety harness cannot be legally dismissed for doing so.
+E.g. A construction worker who refuses to work without proper safety harness cannot be legally dismissed for doing so.
Discrimination
Nine Grounds of Discrimination (Employment Equality Acts 1998–2015)
It is illegal to discriminate against an employee or job applicant on any of the following nine grounds:
+- Gender
- Civil status
- Family status
- Age
- Disability
- Sexual orientation
- Race
- Religion
- Membership of the Traveller community
Right to Reasonable Accommodation and a Respectful Environment
Employers must take reasonable steps to accommodate employees with disabilities (e.g. adjusting workstations or schedules), unless it causes disproportionate hardship. Employers must also act on any bullying, harassment, or victimisation that occurs in the workplace.
E.g. An employer must adapt working hours for an employee with a newly diagnosed chronic condition if doing so is reasonably practical.
+E.g. An employer must adapt working hours for an employee with a newly diagnosed chronic condition if doing so is reasonably practical.
Job security and dismissal
Right Not to Be Unfairly Dismissed
Under the Unfair Dismissals Acts 1977–2015, employees with 12 months' continuous service cannot be dismissed without fair grounds (e.g. incapability, gross misconduct, or redundancy) and proper procedures (e.g. written warnings, right to respond).
Redress: compensation, reinstatement, or re-engagement through the WRC.
Employer responsibility: follow fair disciplinary procedures; document all performance management steps before dismissal.
+Redress: compensation, reinstatement, or re-engagement through the WRC.
Employer responsibility: follow fair disciplinary procedures; document all performance management steps before dismissal.
Right to Fair Redundancy
Under the Redundancy Payments Acts 1967–2014, employees with two or more years' continuous service are entitled to a statutory redundancy payment if made redundant. This is calculated as two weeks' pay per year of service, plus one additional bonus week (subject to a pay ceiling of €600 per week as of 2024).
Employer responsibility: consult employees in advance; follow fair, objective selection criteria; provide minimum notice.
+Employer responsibility: consult employees in advance; follow fair, objective selection criteria; provide minimum notice.
19.3
Describe the role of trade unions in the workplace
Describe
▼
DESCRIBEGive a detailed account of the main points using words and examples. A good answer names each role, explains what it means in practice, and gives a real Irish example where possible.
Right to Join and Employer Recognition
Yes, employees in Ireland have the right to join a trade union. However, employers are not legally required to recognise or negotiate with a union. In practice, many large employers do recognise unions, and unrecognised union members can still seek individual representation.
Employers cannot ban employees from joining a union, and cannot penalise or dismiss someone for union membership.
+Employers cannot ban employees from joining a union, and cannot penalise or dismiss someone for union membership.
Representation in Talks
Trade unions represent employees in disputes with management over pay, working hours, or disciplinary action. A shop steward or union official attends meetings and speaks on behalf of the employee to ensure fair procedures are followed and the employee's voice is heard.
E.g. In the FlexiTech dispute, employees contacted their trade union after the WRC's guidance was ignored, and the union arranged conciliation talks on their behalf.
+E.g. In the FlexiTech dispute, employees contacted their trade union after the WRC's guidance was ignored, and the union arranged conciliation talks on their behalf.
Collective Bargaining
Trade unions negotiate with employers on behalf of groups of workers to improve pay, hours, and working conditions. These negotiations can lead to a collective agreement that applies to all staff covered by the union — giving workers more negotiating power than they would have individually.
E.g. The Public Service Agreement 2024–2026 is a collective agreement negotiated between trade unions and the Irish government covering pay increases for public sector workers.
+E.g. The Public Service Agreement 2024–2026 is a collective agreement negotiated between trade unions and the Irish government covering pay increases for public sector workers.
Advice and Legal Support
Trade unions provide advice and legal assistance to members, including supporting them in bringing cases to the Workplace Relations Commission or Labour Court if employment rights have been breached. Members receive guidance they may not have the resources to access individually.
E.g. A union can help a worker prepare and present a case of unfair dismissal to the WRC, improving their chances of a successful outcome.
+E.g. A union can help a worker prepare and present a case of unfair dismissal to the WRC, improving their chances of a successful outcome.
Lobbying and Protecting Job Security
Lobbying: Unions campaign at a national level for improvements such as higher minimum wages, better sick pay entitlements, and improved paid leave for all workers.
Protecting job security: During redundancies or business restructuring, unions support members by seeking fair selection procedures, retraining opportunities, or better redundancy packages than the statutory minimum.
+Protecting job security: During redundancies or business restructuring, unions support members by seeking fair selection procedures, retraining opportunities, or better redundancy packages than the statutory minimum.
19.4
Discuss the role of the gig-based economy and identify the associated opportunities and challenges for workers
Discuss
▼
DISCUSSOffer a considered and balanced review including a range of arguments and factors. A good answer defines the gig economy clearly, names each opportunity and challenge, explains it in context, and uses an Irish or global example.
Gig Economy (definition)
The part of the labour market which relies on temporary positions, part-time workers, or freelancers where workers are paid "per piece" rather than holding a permanent job. Many gig workers are classified as self-employed and work through digital platforms.
E.g. Deliveroo riders, Uber drivers, Fiverr freelancers, and TaskRabbit handypeople are all gig workers — paid per delivery, ride, or task completed rather than receiving a fixed salary.
+E.g. Deliveroo riders, Uber drivers, Fiverr freelancers, and TaskRabbit handypeople are all gig workers — paid per delivery, ride, or task completed rather than receiving a fixed salary.
How It Differs from Traditional Employment
Traditional full-time employment offers: a fixed salary, set hours, employment rights (sick pay, holidays, pension), and job security. The gig economy offers none of these automatically. Gig workers are typically self-employed, meaning they miss out on statutory protections unless they actively arrange their own cover.
The EU has moved toward requiring better working conditions for gig workers as their numbers grow — expected to reach 43 million in the EU by 2025.
+The EU has moved toward requiring better working conditions for gig workers as their numbers grow — expected to reach 43 million in the EU by 2025.
Opportunities for gig workers
Flexible Hours
Gig workers can choose when they work, making it easier to fit work around family commitments, study, or other jobs. This autonomy is valued by many workers who would not suit a traditional 9-to-5 arrangement.
E.g. A parent can complete delivery shifts during school hours and be home in time for pick-up, without asking an employer for flexible working.
+E.g. A parent can complete delivery shifts during school hours and be home in time for pick-up, without asking an employer for flexible working.
Multiple Income Sources
Gig workers can work across multiple platforms or clients simultaneously, potentially earning more than a single employer would pay. Digital freelancers in particular can take on international clients and work remotely.
E.g. A graphic designer in Ireland may take commissions from clients in the US, UK, and Germany through platforms like Upwork, earning significantly more than a single local employer would offer.
+E.g. A graphic designer in Ireland may take commissions from clients in the US, UK, and Germany through platforms like Upwork, earning significantly more than a single local employer would offer.
Quick Access to Start Work
Signing up to a gig platform is usually fast and requires little formal qualification, meaning workers can begin earning quickly. This is especially useful for people re-entering the workforce or supplementing income between jobs.
E.g. Someone who has just moved to Ireland can sign up as a Deliveroo rider within days and begin earning while seeking more permanent employment.
+E.g. Someone who has just moved to Ireland can sign up as a Deliveroo rider within days and begin earning while seeking more permanent employment.
Challenges for gig workers
No Job Security
Gig workers have no guaranteed hours and can lose access to a platform with little or no notice. There is no employment contract providing continuity, so income can disappear suddenly with no recourse.
E.g. A Deliveroo rider can be deactivated from the platform without a formal dismissal process or redundancy entitlement.
+E.g. A Deliveroo rider can be deactivated from the platform without a formal dismissal process or redundancy entitlement.
Variable and Unpredictable Income
Earnings depend entirely on demand and the number of tasks or jobs available at any given time. Gig workers cannot budget reliably around a fixed monthly income, and low-demand periods can leave them significantly short of their financial needs.
E.g. A taxi driver using a rideshare app earns less in quiet periods and has no guaranteed minimum income on slow nights.
+E.g. A taxi driver using a rideshare app earns less in quiet periods and has no guaranteed minimum income on slow nights.
Limited Legal Protections
As self-employed workers, gig employees typically do not receive paid sick leave, paid holidays, pension contributions from employers, or protection from unfair dismissal. They must fund these themselves or go without.
E.g. A gig worker who falls ill has no entitlement to sick pay and may receive nothing if they cannot work for several weeks.
+E.g. A gig worker who falls ill has no entitlement to sick pay and may receive nothing if they cannot work for several weeks.
Work-Related Stress
The combination of isolation, financial pressure, and the constant need to earn enough through individual tasks creates significant stress for many gig workers. There is no team environment, no manager to escalate concerns to, and no safety net for bad weeks.
E.g. Delivery drivers report high levels of stress during bad weather or when orders are scarce, with no income protection and no colleague support.
+E.g. Delivery drivers report high levels of stress during bad weather or when orders are scarce, with no income protection and no colleague support.
19.5
Investigate how the annual government budget impacts on workers
Investigate
▼
INVESTIGATEStudy in detail. Budget questions appeared in both HL and OL papers. For take-home pay questions: always state the impact first (increases/decreases), then give the reason. For beyond-pay impacts: know training, entitlements, and indirect tax as the key categories.
Direct tax impacts on take-home pay
Tax Credits
Increase in personal tax credits → net pay increases.
Tax credits reduce the amount of income tax owed. If tax credits increase, the total tax payable decreases, meaning the employee keeps more of their gross earnings.
Decrease in personal tax credits → net pay decreases.
The employee pays more income tax, leaving less take-home pay.
+Tax credits reduce the amount of income tax owed. If tax credits increase, the total tax payable decreases, meaning the employee keeps more of their gross earnings.
Decrease in personal tax credits → net pay decreases.
The employee pays more income tax, leaving less take-home pay.
PAYE Standard Rate Band
Widening of the PAYE standard band → net pay increases.
More income is taxed at the lower standard rate (20%) and less at the higher rate (40%), reducing the total income tax deducted from wages.
Narrowing the standard band → net pay decreases.
More income is pushed into the higher tax rate, increasing the total PAYE deducted.
+More income is taxed at the lower standard rate (20%) and less at the higher rate (40%), reducing the total income tax deducted from wages.
Narrowing the standard band → net pay decreases.
More income is pushed into the higher tax rate, increasing the total PAYE deducted.
USC — Universal Social Charge
Reduction in USC rate → net pay increases.
USC is deducted from gross pay. A lower USC rate means less is deducted, leaving more take-home pay.
Increase in USC rate → net pay decreases.
More money is deducted from wages, reducing the amount the worker takes home.
+USC is deducted from gross pay. A lower USC rate means less is deducted, leaving more take-home pay.
Increase in USC rate → net pay decreases.
More money is deducted from wages, reducing the amount the worker takes home.
PRSI — Pay Related Social Insurance
Increase in PRSI rate → net pay decreases.
PRSI is deducted from a worker's wages to fund social welfare benefits (state pension, maternity benefit, illness benefit). A higher rate means more is deducted, reducing take-home pay.
Decrease in PRSI rate → net pay increases.
Less is deducted, leaving the worker with more net pay.
+PRSI is deducted from a worker's wages to fund social welfare benefits (state pension, maternity benefit, illness benefit). A higher rate means more is deducted, reducing take-home pay.
Decrease in PRSI rate → net pay increases.
Less is deducted, leaving the worker with more net pay.
Impacts beyond take-home pay
Minimum Wage Changes
Raising the minimum wage increases take-home pay for the lowest-paid workers. However, it can also lead to reduced job opportunities if some employers cannot afford the higher wage bill and choose to reduce staff hours or headcount.
E.g. The Irish minimum wage rose to €13.50 per hour in 2025, with the government committed to moving toward a living wage of €14.75 (60% of median hourly wage) by 2026. This affects businesses like The Local Table (HL Paper 2), which must fund the increase from their margins.
+E.g. The Irish minimum wage rose to €13.50 per hour in 2025, with the government committed to moving toward a living wage of €14.75 (60% of median hourly wage) by 2026. This affects businesses like The Local Table (HL Paper 2), which must fund the increase from their margins.
Changes to Working Entitlements
The budget can improve working conditions by allocating funding for: additional public holidays, extended paid sick leave, increased paid parental leave, or better WRC enforcement. These improve work-life balance and job quality without directly changing pay rates.
+Indirect Tax (VAT) Changes
Lowering the VAT rate in a particular sector (e.g. hospitality or tourism) can reduce prices for consumers, boosting demand and creating more job opportunities for workers in that sector.
E.g. A reduced VAT rate for restaurants increases footfall, leading businesses to hire more staff to meet demand.
+E.g. A reduced VAT rate for restaurants increases footfall, leading businesses to hire more staff to meet demand.
Business Supports and Training Investment
Business supports: Budget funding for grants (e.g. through LEOs or Enterprise Ireland) helps small businesses hire and retain staff.
Training and upskilling: Increased investment in programmes such as SOLAS, Springboard+, or apprenticeships helps workers gain new skills, adapt to digital change, and access better-paid, long-term employment.
+Training and upskilling: Increased investment in programmes such as SOLAS, Springboard+, or apprenticeships helps workers gain new skills, adapt to digital change, and access better-paid, long-term employment.
19.6
Appreciate the importance of making informed decisions as an employee and use this understanding to discuss workplace-related stories in the news and media
Appreciate
▼
APPRECIATERecognise the meaning, value, or importance of something. No dedicated sample paper question appeared for 19.6, but it underpins every other LO. The checklist and the ability to apply chapter knowledge to real news stories are the key skills here.
Why Informed Employee Decisions Matter
Employees who understand their rights are better equipped to:
+- Check their contract and know their entitlements before accepting a job.
- Recognise when their rights are being breached and seek the correct support.
- Use reliable bodies like the WRC or Citizens Information rather than relying on hearsay.
- Stay informed about changes in employment law, budgets, and national wage policies.
- Know their rights to trade union representation and support.
Applying Learning to Workplace News Stories
Workplace-related stories in the news can be examined using chapter knowledge:
+- A story about workers not receiving proper rest breaks → Organisation of Working Time Act 1997.
- A dispute about discrimination in hiring → Employment Equality Acts 1998–2015 (nine grounds).
- A story about gig workers campaigning for employment rights → 19.4 (gig economy challenges, EU law changes).
- A story about a minimum wage increase → 19.5 (impact on take-home pay, possible job losses).
- A trade union ballot for industrial action → 19.3 (collective bargaining, role of unions).
Click an LO to see its mind map. One at a time.
📌 19.1 Legislative and Non-Legislative Protection — Examine
Employee
Protection
Protection
Legislative
Employment laws — pay, conditions, H&S, equality, dismissal, redundancy
WRC — Advisory | Mediation | Adjudication | Inspection and Compliance
Labour Court — reviews WRC decisions; unresolved industrial disputes
Non-Legislative
Grievance procedure — formal internal complaint process; structured; before WRC
Trade union representation — shop steward attends meetings; stronger voice
Meet and talk — informal direct discussion with employer; fast; preserves relationship
📌 19.2 Employment Legislation Rights & Responsibilities — Investigate
Employment
Law
Law
Pay
National minimum wage (€13.50/hr 2025) — National Minimum Wage Act 2000
Right to a payslip showing gross pay, deductions, and net pay — Payment of Wages Act 1991
Conditions
Max 48 hours per week average; rest breaks; paid annual leave — Organisation of Working Time Act 1997
Written terms of employment within 5 days of starting
Health and Safety
Safe working environment; safety training; protective equipment — Safety, Health and Welfare at Work Act 2005
Right to report safety concerns without penalty
Discrimination
9 grounds: gender, civil status, family status, age, disability, sexual orientation, race, religion, Traveller community — Employment Equality Acts 1998–2015
Dismissal and Redundancy
Unfair dismissal protection after 12 months; fair grounds and procedures required — Unfair Dismissals Acts 1977–2015
Statutory redundancy: 2 weeks' pay per year of service + 1 bonus week; after 2 years' service
📌 19.3 Role of Trade Unions — Describe
Trade
Unions
Unions
Membership Rights
Employees can join a union; employers cannot ban union membership
Employers are NOT legally required to recognise or negotiate with a union
Representation in Talks
Shop steward or official speaks on behalf of worker in disputes over pay, hours, or discipline
E.g. FlexiTech — union arranged conciliation talks after WRC guidance ignored
Collective Bargaining
Negotiate pay and conditions for groups of workers → collective agreements apply to all staff
E.g. Public Service Agreement 2024–2026 — negotiated pay increases for public sector
Advice and Legal Support
Provide advice and assist members with WRC and Labour Court cases
Lobbying and Job Security
Campaign for higher minimum wage, better sick pay, improved leave
Support members during redundancy: fair procedures, retraining, better packages
📌 19.4 Gig-Based Economy — Discuss
Gig
Economy
Economy
Definition
Temporary, part-time, or freelance work; paid per task not per salary; often via digital platforms
E.g. Deliveroo riders, Uber drivers, Fiverr designers, TaskRabbit handypeople
Opportunities
Flexible hours — choose when to work; suits family or study commitments
Multiple income sources — work across several platforms; earn from international clients
Quick to start — sign up fast; useful between jobs or while seeking permanent work
Challenges
No job security — no guaranteed hours; can lose platform access with no notice
Variable income — earnings depend on demand; cannot budget reliably
Limited legal protections — no paid sick leave, holidays, or pension from employer
Work-related stress — isolation, financial pressure, no safety net
📌 19.5 Government Budget and Workers — Investigate
Budget
Impact
Impact
Increases Take-Home Pay
Increase in tax credits → less income tax owed
Widening of PAYE standard band → more income at lower 20% rate
Reduction in USC rate → less deducted from gross pay
Reduction in PRSI rate → less deducted from gross pay
Increase in minimum wage → lowest-paid workers earn more
Decreases Take-Home Pay
Decrease in tax credits → more income tax owed
Increase in PAYE rate → higher percentage deducted as income tax
Increase in USC rate → more deducted from wages
Increase in PRSI rate → more deducted from wages
Beyond Take-Home Pay
Entitlements — new public holidays, extended sick pay, parental leave
VAT cuts — lower prices → more demand → more jobs (e.g. hospitality)
Business supports — LEOs, Enterprise Ireland grants → more hiring
Training — SOLAS, Springboard+, apprenticeships → better skills, better pay long-term
📌 19.6 Informed Employee Decisions — Appreciate
Informed
Employee
Employee
Smart Checklist
Check contract and know entitlements before accepting any job
Know what protections apply to your work type (e.g. gig vs permanent)
Use WRC, Citizens Information, or union support — not social media for legal advice
Stay informed about budget changes, employment law, and wage policy
Speak up if something feels unfair, unclear, or unsafe
Applying to News Stories
Workers not getting rest breaks → 19.2 (Organisation of Working Time Act 1997)
Discrimination in hiring → 19.2 (Employment Equality Acts, 9 grounds)
Gig workers campaigning for rights → 19.4 (challenges; EU law changes)
Minimum wage increase → 19.5 (higher take-home pay vs potential job losses)
Trade union ballot for strike → 19.3 (collective bargaining breakdown)
Tap the card to flip it. ✓ if you know it, ✗ to see it again.
Choose an LO or quiz all six at once.
Chapter 19 appeared across all four sample papers. 19.2 (pay rights — OL Paper 1; discrimination grounds — OL Paper 2 and HL Paper 2). 19.3 (trade union rights and support — OL Paper 2). 19.4 (gig economy definition and challenges — HL Paper 1; freelance advantages and disadvantages — OL Paper 1). 19.5 (minimum wage impact on The Local Table — HL Paper 2; budget impact on net pay — OL Paper 2). LOs 19.1 and 19.6 had no dedicated question but underpin the chapter throughout.
19.2Explain two pay rights; list discrimination groundsOL Paper 1 · Q3(d) & HL Paper 2 · Q4(a)▼
Questions
OL Paper 1 Q3(d): Based on current legislation, explain two rights of employees that are related to pay.
HL Paper 2 Q4(a): List three grounds, apart from gender, on which discrimination is illegal.
HL Paper 2 Q4(a): List three grounds, apart from gender, on which discrimination is illegal.
Suggested solutions
The following is a suggested approach based on the specification verb and scenario. Offered as a study aid, not a definitive answer.
Pay right 1 — Right to the national minimum wage: Under the National Minimum Wage Act 2000 (as amended), employees are entitled to be paid at least the statutory hourly rate set by the government (€13.50 per hour in 2025). This means an employer cannot legally pay any worker below this rate, regardless of the size of the business or the nature of the work.
Pay right 2 — Right to a payslip: Under the Payment of Wages Act 1991 (as amended), employees are entitled to receive a written payslip every time they are paid. The payslip must show gross pay, all deductions (including PAYE, PRSI, and USC), and net pay, allowing employees to verify they are being paid correctly and to identify any errors or unexplained deductions.
HL Paper 2 — Three discrimination grounds (apart from gender): Any three from: civil status, family status, age, disability, sexual orientation, race, religion, or membership of the Traveller community. All nine grounds are protected under the Employment Equality Acts 1998–2015.
19.3Trade union membership rights; outline two ways unions support employeesOL Paper 2 · Q3(c)▼
Question
(i) Do employees in Ireland have the right to join a trade union?
(ii) Outline two ways that trade unions support employees in the workplace.
(ii) Outline two ways that trade unions support employees in the workplace.
Suggested solution
The following is a suggested approach based on the specification verb and scenario. Offered as a study aid, not a definitive answer.
(i) Yes. Employees in Ireland have the right to join a trade union. Employers cannot ban employees from joining a union, and cannot dismiss or penalise an employee for union membership.
(ii) Support 1 — Representation in talks: Trade unions represent employees in disputes with management over issues such as pay, working hours, or disciplinary action. A shop steward or union official can attend meetings and speak on behalf of the employee to ensure fair procedures are followed and their rights are protected throughout the process.
(ii) Support 2 — Collective bargaining: Trade unions negotiate with employers on behalf of groups of workers to improve wages and working conditions. These negotiations can lead to a collective agreement that sets out agreed terms for all employees covered by the union, giving workers more negotiating power than they would have individually.
19.4Explain the gig economy; identify three challenges for workersHL Paper 1 · Q5(a)▼
Question
New EU law means gig economy workers must get better working conditions. The number of workers in the gig economy within the EU is expected to rise to 43 million by 2025.
(i) Explain the term gig economy.
(ii) Identify three challenges faced by workers in the gig economy.
(i) Explain the term gig economy.
(ii) Identify three challenges faced by workers in the gig economy.
Suggested solution
The following is a suggested approach based on the specification verb and scenario. Offered as a study aid, not a definitive answer.
(i) Gig economy: The gig economy refers to the part of the labour market that relies on temporary positions, part-time workers, or freelancers who are paid per task or per piece rather than holding a permanent, salaried job. Many gig workers are classified as self-employed and typically find and fulfil work through digital platforms such as Deliveroo, Uber, or Fiverr.
(ii) Challenge 1 — No job security: Gig workers have no guaranteed hours and can lose access to a platform with little or no notice. There is no employment contract providing continuity, so income can disappear suddenly and the worker has no recourse to unfair dismissal protections.
(ii) Challenge 2 — Unpredictable income: Earnings depend entirely on demand and the volume of tasks available at any given time. Gig workers cannot reliably budget around a fixed monthly income, and slow periods can leave them significantly below their financial needs.
(ii) Challenge 3 — Limited legal protections: As self-employed workers, gig employees typically have no entitlement to paid sick leave, paid annual leave, employer pension contributions, or protection from unfair dismissal. They must fund these protections themselves or go without them entirely.
19.4Identify two advantages and two disadvantages for a freelance workerOL Paper 1 · Q1(e)▼
Question
Identify two advantages and two disadvantages for a worker engaging in freelance work.
Suggested solution
The following is a suggested approach based on the specification verb and scenario. Offered as a study aid, not a definitive answer.
Advantage 1 — Flexible hours: Freelance workers can choose when and where they work, making it easier to fit work around personal commitments such as family, study, or other jobs.
Advantage 2 — Multiple income sources: Freelancers can work across several clients or platforms at the same time, potentially earning more than a single employer would pay and accessing international clients through digital platforms.
Disadvantage 1 — No job security: There are no guaranteed hours or continuity of work. Clients can end contracts at short notice and there is no entitlement to redundancy pay or protection from unfair dismissal.
Disadvantage 2 — Limited legal protections: Freelance workers do not automatically receive paid sick leave, paid annual leave, or employer pension contributions. They must arrange and fund these themselves, which adds significantly to their cost of working.
19.5Explain one potential impact of the minimum wage increase on The Local TableHL Paper 2 · Q1(a)▼
Question
As of January 1, 2025, the national minimum wage in Ireland has increased.
Explain one potential impact of the minimum wage increase on The Local Table.
(Context: The Local Table is a small independent restaurant business.)
Explain one potential impact of the minimum wage increase on The Local Table.
(Context: The Local Table is a small independent restaurant business.)
Suggested solution
The following is a suggested approach based on the specification verb and scenario. Offered as a study aid, not a definitive answer.
Increased wage costs: The minimum wage increase means The Local Table must pay all eligible staff a higher hourly rate, which directly raises the business's total wage bill. For a small restaurant where staff costs are one of the largest operating expenses, this could significantly reduce profit margins. To manage this, The Local Table may need to raise menu prices, reduce staff hours, or find other ways to cut costs — any of which could affect both employees and customers.
Other acceptable answer
Improved employee morale and retention: Higher wages can increase employee satisfaction and reduce staff turnover, which is a common and costly problem in the hospitality sector. A more stable, better-paid team may be more productive and deliver a higher quality of service, benefiting the business's reputation and customer experience in the longer term.
19.5Advise on two budget measures and their impact on a worker's net payOL Paper 2 · Q4(b)▼
Question
A staff member at the Lakeview Inn is concerned that budget changes will affect their net pay. Advise the staff member on how the following changes may impact their net pay. Give a reason for your answer.
1. Increase in personal tax credits
2. Increase in USC rate
1. Increase in personal tax credits
2. Increase in USC rate
Suggested solution
The following is a suggested approach based on the specification verb and scenario. Offered as a study aid, not a definitive answer.
1. Increase in personal tax credits — Net pay increases. Tax credits reduce the amount of income tax owed. If personal tax credits increase, the total tax payable decreases, meaning the Lakeview Inn staff member keeps more of their gross earnings and takes home a larger amount each pay period.
2. Increase in USC rate — Net pay decreases. USC (Universal Social Charge) is deducted from gross pay before the employee receives their wages. If the USC rate increases, more money is deducted from the staff member's wages, directly reducing the amount they take home even if their gross pay remains the same.
📌 LO 19.2 — Know all nine discrimination grounds and the legislation name
Discrimination grounds appeared in three separate sample paper questions — once at HL and twice at OL — making this the most tested point in the chapter. The nine grounds under the Employment Equality Acts 1998–2015 are: gender, civil status, family status, age, disability, sexual orientation, race, religion, and membership of the Traveller community. HL Paper 2 asked for three grounds "apart from gender," so never list gender in that answer. A strong memory trick is to group them: personal identity (gender, civil status, family status), protected characteristics (age, disability, sexual orientation), and background (race, religion, Traveller community).
📌 LO 19.5 — Budget impact answers always need both the effect AND the reason
Both the OL Paper 2 and HL Paper 2 budget questions required a stated impact plus a reason. Never just say "net pay increases" and stop there — you must explain why. The formula is: impact (increases/decreases) + reason (what the measure does mechanically) + consequence for the worker. E.g. "Increase in tax credits → net pay increases because tax credits reduce the amount of income tax owed, leaving more take-home pay." The four direct tax measures to know cold are: tax credits, PAYE band, USC, and PRSI. Know which direction each change moves net pay.
📌 LO 19.4 — For "discuss" the gig economy, balance opportunities and challenges
HL Paper 1 used "identify" for challenges only; OL Paper 1 used "identify" for advantages and disadvantages. At HL, a "discuss" question would require both sides plus a concluding judgement. The three opportunities are: flexible hours, multiple income sources, quick to start. The four challenges are: no job security, unpredictable income, limited legal protections, and work-related stress. Always use a specific platform name as your example (Deliveroo, Uber, Fiverr) — this shows you understand the gig economy in practice rather than just in theory. The EU law context from the paper is also a strong addition at HL.
📌 LO 19.3 — Employers do not have to recognise a union, but cannot ban membership
This distinction trips up many students. In Ireland, employees have the right to join a union, but employers are NOT legally required to recognise or negotiate with a union. This means a union can exist, but collective bargaining only happens if the employer agrees. However, what employers absolutely cannot do is ban employees from joining a union or penalise them for membership. The OL Paper 2 question asked both parts of this — "do employees have the right to join?" (yes) and "can employers ban union membership?" (no). Know both clearly. For the two ways unions support employees, the strongest answers are representation in talks and collective bargaining, with real examples for each.
📌 LO 19.1 — Match each WRC service to what it does
The WRC's four services appeared as a matching activity in the chapter exam (not in the sample papers, but could appear at any level). Know each one: Advisory Service (helps both sides improve procedures before problems escalate), Mediation (voluntary and confidential; neutral third party helps resolve disputes), Adjudication (investigates complaints; issues legally binding decisions), and Inspection and Compliance (monitors workplaces to ensure employment law is followed). The Labour Court is separate from the WRC — it reviews WRC decisions and handles unresolved industrial disputes. Non-legislative protection means within-workplace measures: grievance procedure, trade union rep, and meet and talk.
📌 LO 19.2 — Know the act name for each area of employment law
When explaining rights in an exam, naming the correct legislation significantly strengthens the answer. The six key acts are: National Minimum Wage Act 2000 (pay), Payment of Wages Act 1991 (payslip), Organisation of Working Time Act 1997 (hours, breaks, annual leave), Safety, Health and Welfare at Work Act 2005 (health and safety), Employment Equality Acts 1998–2015 (discrimination), and Unfair Dismissals Acts 1977–2015 (dismissal). The redundancy calculation is also worth knowing at HL: two weeks' pay per year of service plus one bonus week, capped at €600 per week, after two years' continuous service.
