Employment
Labour Act 2006 consolidating employment rights
The Labour Act 2006 is a consolidated code covering contracts of employment, minimum terms, termination, redundancy, occupational safety and equality of opportunity. It requires written particulars of employment and sets notice periods graduated by length of service. Disputes go to the Labour Commissioner for conciliation and then to the Labour Tribunal, with an appeal on a point of law to the High Court.
Key rules
- Jurisdiction — National; Labour Tribunal with appeal to the High Court on law
- Deadline — Unfair dismissal complaint: within three months of dismissal
- Deadline — Written particulars of employment: given within one month of starting work
- Deadline — National insurance contributions: remitted monthly
Governing law
- Labour Act 2006
- Labour Code (Amendment) Acts
- National Insurance Corporation Act
- Equality of Opportunity and Treatment in Employment and Occupation Act
In practice
The Labour Act gives a genuine statutory unfair dismissal remedy with reinstatement available, which is a departure from the pure common law position that damages are the only remedy for wrongful dismissal, so a claimant should consider which forum offers the better outcome. The three-month limit for a Tribunal complaint is short and is the most common reason meritorious claims fail.