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Finding a job

How to find a job

Before leaving for Ireland you should first look at Irish job opportunities and seek pre-departure adviceand information from Eures Advisers in your own country. You can contact them at your local PublicEmployment Service Office (also see EURES website www.eures.europa.eu). On arrival, one of your firstpoints of contact for assistance in securing employment and other information on Ireland should be alocal employment services office; these are located in all major towns throughout Ireland. EEA nationals have free access to the services of the Irish employment service. Details of vacancies inIreland can be accessed through any Employment Services Office/ Intreo Office and/or the Jobs Ireland site www.jobsireland.ie Private Recruitment Agencies cannot charge the job seekers for the basic service of registering on theirdatabases. All agencies must be licensed by the Department of Jobs, Enterprise and Innovation. A list oflicensed employment agencies is available from the Employment Agency Licensing Section of theDepartment. For further information log onto http://www.workplacerelations.ie/en/ Private agencies are also listed under "Employment Agencies" in the Golden Pages Telephone Directorywww.goldenpages.ie and at the Agencies’ Association, the National Recruitment Federation www.nrf.ie

How to apply for a job

ApplicationsApplication lettersYour letter of application should be typed on plain white A4 paper. You should write clearly and you shouldhighlight your personal qualities and your relevant experience. Copies of qualifications, employertestimonials should be included. Most companies will reply to your letter even if you have beenunsuccessful. If you have not been contacted within about four weeks, you may wish to telephone the company to makesure your letter was received. Application formsWhen applying for a job, you may be asked to fill in an application form. The use of such forms iswidespread, but they tend to follow a similar format. Standard questions may cover education and training,work experience, hobbies and personal interests. Companies in Ireland like to get an idea of what you dooutside work as this might provide an insight into the qualities you would bring to the job. You only needto supply a photograph if this is requested on the form. It is critical that your form arrives with thecompany before the specified closing date. If your form is late, it may not even be considered. InterviewsIf a company is impressed with your application letter or form, they are likely to offer you an interview. Youmay be interviewed by just one person or by a panel of interviewers. They will ask you questions in anattempt to find out whether you are the person they are looking for. You may well be asked questionsabout your motivation, your education and about the company itself. You may also be asked to expand oninformation given in your application letter or form. It is crucial that you be thoroughly prepared for theinterview. Find out as much as you can about the company, as well as any current issues in its marketsector. If you can talk authoritatively about the company you will create a good impression. You shouldtake with you copies of your CV, qualifications, employer testimonials and any other documents you thinkyou may need. Curriculum VitaeYour CV should be one to two pages long and provide an account of you, your work experience and yourqualifications. There is no set format, but you should generally include:

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Your personal details

Your education (including schools, dates and places)

Your work experience (including dates, most recent job first)

Your language skills (especially if English is not your first language); and

Your interests and hobbies.

Moving to another country

Movement of goods and capital

The free movement of goods through the European Single Market is one of the EU’s great success stories. How does the single market work?Most goods are subject to what is known as the ‘principle of mutual recognition’, which means thatproducts legally manufactured in one Member State can be freely moved and sold in all the other EUcountries. Some trading restrictions remain in certain sensitive sectors, such as construction and pharmaceuticals. Inaddition, Member States can limit the free movement of goods to their domestic markets under certaincircumstances relating to issues like protection of the environment or public health. EU citizens are generally free to buy goods in other Member States for their personal use. In mostcircumstances there is no limit to what a person can buy and take with them when they travel intodifferent EU countries. No more tax is payable when crossing between Member States because valueadded tax (VAT) and excise are included in the purchase price, meaning that other countries cannot levyextra duties. However, there are some limitations for specific products, such as alcohol and tobacco. The Commission’sTaxation and Customs Union website provides a handy run-down of the rules for buying these goods inanother EU Member State. Special rules also apply when buying a motor vehicle from one Member Stateand taking it to another for personal use. Free movement of capitalThanks to EU legislation, people are free to manage and invest their money in any Member State. It is not just the financial markets that benefit from the free movement of money through increasedefficiencies, every European citizen has something to gain. With few restrictions, each individual is free to open a back account, buy shares, make investments andpurchase property in other EU countries. What is more, EU businesses can invest in, own and manageother European companies. Some exceptions to the free movement of capital apply within the Member States, mainly related totaxation, financial supervision, public policy considerations, money laundering and financial penalties.

Finding accommodation

It is highly advisable to have accommodation arranged before you come to Ireland. Hostels are generally

the cheapest form of temporary accommodation; some “Bed and Breakfast” outlets also offer good rates.

Rented accommodationRented accommodation is available both furnished and unfurnished. Deposits of up to one month's rent arenormally required. Accommodation for rent is advertised on the internet. Estate agents in Ireland both selland let property. It is common in Ireland for people who have not met before to rent a house together andto share the costs of the house, including gas, telephone and electricity bills. If you live in private rentedaccommodation and you pay income tax (PAYE) in Ireland you may be eligible for tax relief on part of yourrent (this applies only to people who were already renting at 7 December 2010). Form Rent 1 is availablefrom the local tax office: www.revenue.ie If you are finding it difficult to pay your rent you may apply for Rent Supplement. The rules for RentSupplement are complex. You will not get Rent Supplement if you are in full-time employment, however,

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you may be able to retain your Rent Supplement if you have been unemployed for 12 months and arereturning to work. More information on Rent Supplement can be found on www.welfare.ie Buying PropertyDetails of houses for sale are available in newspapers, estate agents and on the internet. You can get amortgage from banks, building societies or mortgage brokers. Interest rates vary and may be at a fixed orvariable rate.

Finding school

There are a wide variety of primary and second level schools to choose from. It is important to researchwell before deciding to accept a place for your child. You can get a list of Irish schools on a county-by-county basis from the Department of Education and Skills www.education.ie To enrol your child/teenager, contact the school of your choice directly. In areas of high population densitysuch as Dublin you will need to enrol early (in some cases as soon as your child is born) to secure a place.In schools with waiting lists priority is often given to students from the local primary schools or studentswho have a relative already in the school. Third-level education is made up of a number of sectors. The university sector, the technological sector andthe colleges of education are substantially funded by the State (some registration fees apply). In additionthere are a number of independent private colleges. The Higher Education Authority is the statutoryagency responsible for the funding of universities, institutes of technology and certain other highereducation institutions. If you are thinking of going to college you can search the Qualifax websitewww.qualifax.ie for details of courses. Generally, applications for undergraduate courses in Ireland aremade through the Central Applications Office (www.cao.ie). The Irish government provides free education at both primary and secondary level. Most undergraduate students attending publicly funded third-level courses do not have to pay tuition fees.Under the terms of the Free Fees Initiative, the Department of Education and Skills pays the fees to thecolleges instead. However a separate annual charge is payable to colleges for the costs of studentservices and examinations. The maximum rate of the student contribution for the academic year 2013-2014is €2,500.Entry to approved third level courses is extremely competitive and places are allocated on the gradesachieved in the Leaving Certificate - the final secondary level school exam.For more information on the Irish education system visit: http://www.citizensinformation.ie/en/education/

Taking a car with you (includes information on driving licences)

The EU’s desire to make it as easy as possible for its citizens to travel across Member States has led to theintroduction of common rules governing the mutual recognition of driving licences, the validity of carinsurance and vehicle registration. Cooperation in this field also involves the EEA countries Norway, Icelandand Lichtenstein. Driving licencesThere is no common EU/EEA driving licence. Instead, Member States provide a ‘Community Model’ drivinglicence, which ensures that licences issued in different EU/EEA countries can be easily recognised. These licences are still issued in accordance with national law but they are valid for driving in other EUcountries, plus Iceland, Liechtenstein and Norway. It should be noted however that provisional licences orcertificates issued in a holder’s home country will not be recognised in other Member States. If an EU/EEA citizen goes to live in another Member State they can drive there with their current licence aslong as it remains valid. (However, holders will need to check that they meet any requirements regardinglicences in their new country, such as shorter validity periods or medical checks.) When the existing licenceexpires, or if it is lost or stolen, the holder must apply for a new one in their current country of residence. Registering a carIf an EU/EEA citizen goes to live in another EU/EEA Member State, for less than six months, they do nothave to register their car or pay taxes there. The vehicle remains registered in the previous country of

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residence. But if the owner stays for longer than six months they must register their car in the new country ofresidence and pay the host country’s registration tax. When registering, the owner will also have to submitthe following documents: certificate of conformity; insurance cover; proof of ownership; proof of VATpayment; proof of roadworthiness; evidence of registration and road tax payments. In some countries owners may be eligible for a tax exemption on their vehicle registration when they movefrom another EU/EEA country, providing they meet the relevant conditions and deadlines. Before movingcountry, they should contact the relevant national authorities (see link). Car insurance when moving in the EU/EEAEU and EEA citizens can insure their car in another EU/EEA Member State through an insurance companythat either has a base in the host country or that is licensed to sell insurance there. It is important to check with the insurer whether the current contract will be valid in the country which thecar is being moving to. Those people who have to get new insurance in another EU/EEA country shouldnote that insurance companies are not obliged to take account of any previous ‘no claims’ records. Tax issues when buying a carIf a person wants to buy a car in one EU/EEA country but intends to register it another they should onlypay VAT in the country of destination. The Commission’s Taxation and Customs Union website providesmore information on this subject.

Registration procedures and residence permits

Anyone seeking employment in Ireland must apply for an Irish Personal Public Service Number (PPS). Toobtain this you must visit your local Social Welfare Office http://www.welfare.ie/topics/ppsn/apply.html . If you are a member of EU and/ or European Economic Area (EEA) a residence permit is not required. Allnon-nationals who are not citizens of a Member State of the European Union, the European Economic Areaor Switzerland, must register with An Garda Síochána http://www.garda.ie/Controller.aspx?Page=31&Lang=1 EU/ EEA nationals have the right to live and work in Ireland without a work permit, and have the samerights as Irish nationals with regard to pay and working conditions. A non-EEA national (with some exceptions) requires an employment permit to take up employment inIreland. Further information:Employment Permits Section: Department of Jobs, Enterprise and Innovation Davitt House65a Adelaide RoadDublin 2http://www.djei.ie/labour/workpermits/index.htm

Checklist for before and after you arrive in a country

ON ARRIVAL PLEASE ENSURE THAT YOU HAVE:

A valid EU/EEA or Swiss passport or valid national ID card

A copy of the contract or terms and conditions of employment and an understanding of them

Accommodation in the area to which you will be moving

A European Health Insurance Card (EHIC), emergency medical expenses cover or private health

insurance (optional)

Sufficient funds to last until you are paid or to return home if necessary

Appropriate E-forms/ U1/U2/U3

Appropriate language skills of the country in which you wish to work

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A work permit if it is required

Copies of all the necessary documents (CV, passport, diploma etc.)

Certified translations of all your education and qualification documents

A recognition of your qualification www.nqai.ie

Make sure:

You know social insurance (welfare) and health insurance rules in hosting country

You have information about transferring your social welfare (security) entitlements

You have information about jobseeker’s benefit transfer if you are unemployed

You know the taxation system in your host country

If you have any queries in relation to the above call your local Public Employment Services Office. AFTER ARRIVAL YOU NEED TO:• Apply for PPS number at the Department of Social Protection www.welfare.ie• Open a bank account to access your wages• Apply for a certificate of tax credits by completing Form 12A (Application for a Certificate of TaxCredits and Standard Rate Cut-Off Point) and send it to the tax office www.revenue.ie

Working conditions

Overview of Working Conditions in Europe

The EU is committed to improving working conditions across Europe. It works closely with nationalgovernments to ensure that people can work in a pleasant and secure environment. EU support toMember States is provided through:

the exchange of experience and development of common actions; and

the establishment of minimum requirements in relation to working conditions and health and safety.

Improving the quality of working lifeTo improve the well-being and security of the European worker, it is important to determine what makes afavourable work-place environment and to lay down criteria for quality working conditions. The European Foundation for the Improvement of Living and Working Conditions (Eurofound) is an EUagency based in Dublin which provides information, advice and expertise in this area. The agency has established several criteria for employment and job quality, which include:

health and well-being in the workplace – good working conditions help to prevent health problems,

decrease the risk of accidents and improve efficiency;

reconciling working and non-working life – EU citizens should be given the chance to find a work-life

balance;

skills development – a quality job is one that provides opportunities for training, improvement and

career advancement.

Social DialogueThe EU works closely with social partners – including business organisations and trade unions – on arange of issues that relate to employment and working practices. Social Dialogue brings the two sides ofindustry together to make agreements which can have a significant impact on the European worker. Somecross-industry Social Dialogue agreements have even made it into EU law, covering changes to conditionsthat relate to parental leave, part-time working and fixed-term contracts.

Sometimes the social partners strike what are known as autonomous agreements, examples here coverteleworking, stress at work, and harassment and violence in the workplace. Social Dialogue also takesplace in different industrial sectors, where committees have been created in areas like banking, chemicals,insurance, telecoms and steel.

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For more information see the Commission’s Social Dialogue webpage. Organisations involved in cross-industry Social Dialogue include: The European Trade Union Confederation and Businesseurope. Health and safety at workUnder EU rules, employers have a duty to ensure the health and safety of their employees. This means anemployer must develop health and safety policies that include risk assessments, job-related health andsafety training, worker consultation, and the provision of first-aid, fire and evacuation procedures. For theirpart, workers are expected to follow health and safety instructions and report any possible dangers.

More information on the principles behind the EU’s health and safety framework and how they affect theindividual and businesses is available on the Commission’s website.

The European Agency for Health and Safety at Work provides lots of useful information on this issue, forboth businesses and workers. Setting minimum requirementsImproving working conditions in the Member States depends largely on the establishment of commonlabour standards. EU labour laws and regulations have set the minimum requirements for a sustainableworking environment and are now applied in all Member States.

EU rules that relate to working conditions cover a wide range of issues including working-time, theemployment of temporary workers, the rights of part-time workers and protection for those on fixed-termcontracts.

The objective of legislation in these areas is always to ensure high levels of employment while up-holdingcitizens’ rights in the workplace. For example, an EU directive ensures that the employment conditions ofpart-time workers are comparable to their full-time colleagues. Meanwhile, employers are forbidden totreat those on fixed-term contract less favourably than permanent workers.

Ending employment

Both employees and employers are obliged to give notice in the case of termination of employment underthe Minimum Notice and Terms of Employment Acts 1973 to 2001.http://www.irishstatutebook.ie/1973/en/act/pub/0004/index.html Employees who have been in continuous employment for at least 13 weeks are obliged to provide theiremployer with one week’s notice of termination of employment. If a greater amount of notice is specified inthe employee’s contract of employment, then this notice must be given. Employers must give employees notice dependent on length of the employee’s service.

Length of Service Minimum notice

Thirteen weeks to two yearsTwo to five years Five to ten years Ten to fifteen years More than fifteen years

One WeekTwo WeeksFour WeeksSix WeeksEight Weeks

RedundancyWhere you lose your job in Ireland due to circumstances such as the closure of the business or a reductionin the number of staff this is known as redundancy. Generally a redundancy situation arises if your jobceases to exist and you are not replaced. The Redundancy Payments Acts 1967-2007http://www.irishstatutebook.ie/2003/en/act/pub/0014/index.html provide a minimum entitlement to aredundancy payment for employees who have a set period of service with the employer. Not all employeesare entitled to this statutory redundancy payment, even where a redundancy situation exists. If you doqualify for redundancy there are specific redundancy procedures which employers and employees mustfollow in order to comply with the legislation. The statutory redundancy payment is two week’s gross pay per year of service up to a ceiling of €600 per

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week plus one week’s pay, which is also subject to the ceiling of €600. This payment is tax-free. Forinformation on how to calculate your entitlements please go to the redundancy calculator on theDepartment of Social Protection website. Some employers may make redundancy agreements above thestatutory rate. Further Information:Workplace Relations Customer Services(formerly Information Services of the National Employment Rights Authority)Department of Jobs, Enterprise and InnovationO'Brien RoadCarlow, IrelandTel: (059) 917 8990Locall: 1890 80 80 90Homepage: http://www.workplacerelations.ie/en/

Representation of workers

Employees in Ireland have a right set down in the Constitution to join a Trade Union. A trade union canprovide an important source of information and protection in relation to employment matters, as well asnegotiating with the employer for better pay and conditions. The Irish Congress of Trade Unions is thesingle umbrella organisation for trade unions in Ireland, representing a range of interests of employees,both in the Republic of Ireland and in Northern Ireland. RulesIt can be made a condition of employment that you must join a particular union upon accepting a job offerand remain in that union while you remain an employee in that job. There is a view that this may not beconstitutional, but this has not been tested in the courts yet. If you are already in the job without being aunion member and are at a later stage required to join a union by your employer, you can refuse, as this isunconstitutional. Dismissal for trade union activity or membership is automatically unfair and an employeedismissed in such circumstances does not require any particular length of service in the job in order toenforce his/her rights. RatesThe rate of subscription paid to your trade union will be determined by the trade union but is usually at therate of 0.5% to 1% of your gross salary per year. How to applyIf you have been dismissed from your employment for trade union activity, this is automatically unfair underthe Unfair Dismissals Acts 1977-2007. You do not require any particular length of service as an employee,to bring a case in this instance under the law. You can bring your case using the new single complain formavailable on www.workplacerelations.ie Contact your tax office http://www.revenue.ie/en/contact/index.html for more information for claiming taxrelief on trade union subscriptions. You can claim a tax credit for a trade union subscription onlinehttp://www.ros.ie/PublisherServlet/info/payeTransactionsDetails

Labour disputes - strikes

The main function of Ireland's Labour Relations Commission (LRC) is to promote the improvement ofindustrial relations. If you have problems in this area, you may ask the Commission to provide its servicesto help resolve the dispute. It resolves disputes by providing a range of services to employers, employeesand trade unions. They include the Conciliation Service http://www.lrc.ie/viewdoc.asp?m=d&fn=/documents/work/conciliation_service.htm , the Advisory Service http://www.lrc.ie/viewdoc.asp?m=d&fn=/documents/work/advisory_service.htm , the Rights Commissioner Servicehttp://www.lrc.ie/docs/Rights_Commissioner_Service_-_Infor/234.htm and the Workplace MediationService http://www.lrc.ie/viewdoc.asp?m=d&fn=/documents/work/Workplace_Mediation_Service.htm The Commission also provides assistance to Joint Industrial Councils and Joint Labour Committeeshttp://www.lrc.ie/ViewDoc.asp?fn=/documents/work/assistance_to_jic_and_jlc.htm&CatID=17&m=w

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RulesWhereas the Unfair Dismissals Acts allow either party to object to a Rights Commissioner hearing, themore recent trend within employment legislation has been to require parties to apply for a RightsCommissioner hearing as a first stage. Thus, for example, in a dispute arising under the Terms ofEmployment Act or the Payment of Wages Act, the case must be referred initially to the RightsCommissioner service. In an Unfair Dismissals Acts case, the employee or the employer may object to theRights Commissioner hearing. If this happens, the employee, who wishes to pursue the matter, must referit to the EAT. Likewise under the Industrial Relations Acts, an employee may seek a Rights Commissionerhearing, but if the employer objects, the employee would have to refer the matter to the Labour Court. How to applyGenerally, employers or employees should contact the Labour Relations Commission through theiremployer organisation or trade union. An employer, who is not a member of an employers' organisation, oran individual employee, whether in a trade union or not, may contact with the Commission directly. Where to applyLabour Relations CommissionTom Johnson HouseHaddington Road, Dublin 4, IRELANDTel:+353 (0)1 613 6700Fax:+353 (0)1 617 6701Homepage: http://www.lrc.ie Email: info@lrc.ie

Vocational training

Vocational education and training (VET) encompasses practical activities and courses relating to a specificoccupation or vocation, which aim to prepare people for their future careers. For many, vocational trainingis an essential pathway to gain professional recognition or to improve their chances of getting a good job. EU initiatives to promote vocational trainingTo promote a collaborative approach to developing vocational training systems in Europe, the EU makesuse of a variety of instruments and initiatives, many of which run under its Lifelong Learning Programme. Lifelong learning is a process that involves all forms of education and lasts from the pre-school period untilafter retirement. It is meant to enable people to develop and maintain key competencies throughout theirlife as well as to empower citizens to move freely between jobs, regions and countries. Funding is available for a range of activities including exchanges, study visits and networking actions.Projects are many and varied, aimed at both students and their trainers and teachers. The key sub-programmes include:

Erasmus. Regarded as the EU’s flagship education and training programme, Erasmus enables about

200 000 students to study and work abroad each year. It also funds cooperation between Europe’s

higher education institutions.

Leonardo da Vinci. As well as helping individuals attain new skills, this programme helps

organisations from the VET sector to work with partners from across the EU so they can exchange

best practice. The Leonardo de Vinci programme funds an array of practical VET projects from those

that allow people to train abroad through to large-scale initiatives that encourage cooperation and

networking throughout Europe.

Grundtvig. This provides support for the teaching and study needs of people who take adult

education courses. The programme embraces formal, non-formal and informal learning.

EU organisations that support vocational educationThe EU has set up a couple of agencies to improve cooperation and exchange of practice: The European Centre for Vocational Training (CEDEFOP) was created in 1975 to promote anddevelopment of vocational education and training in Europe. Based in Thessaloniki, Greece, it carries outresearch and analysis on vocational training and disseminates its expertise to various European partners,such as research institutions, universities and training facilities.

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The European Training Foundation was established in 1995 and works in close collaboration withCEDEFOP. Its mission is to support partner countries from outside the EU so they can modernise anddevelop their vocational training systems.

Recognition of diplomas and qualifications

Obtaining recognition of qualifications and competences can play a vital role in a person’s decision to takeup work in another EU country. Unfortunately different education and training systems often make itdifficult for employers and institutions to properly assess qualifications. Recognising professional qualificationsAs a basic principle, EU citizens should be able to practise their profession in any other Member State. Inreality, differing national requirements block access to certain professions in the host country. To address these differences, the EU has established a system to recognise professional qualifications.Within this system, a distinction is made between regulated professions (professions for which certainqualifications are legally required) and professions that are not legally regulated in a host Member State. The European Commission has established a set of instruments to ensure greater transparency andrecognition of qualifications, both for academic and professional purposes:

The European Qualifications Framework (EQF). The main objective of the framework is to create

links between different national qualification systems in order to make it easier to recognise

diplomas. Individuals and employers will be able to use the EQF to better understand and compare

qualifications attained in different countries. Countries will be able to relate their qualification systems

to the EQF – and from 2012 all new qualifications can carry a reference to an EQF level.

The National Academic Recognition Information Centres (NARICs). A network of National Academic

Recognition Information Centres was established in 1984 at the initiative of the European

Commission. The NARICs provide advice on the academic recognition of periods of study abroad.

Located in all EU Member States as well as in the countries of the European Economic Area, NARICs

play a vital role the process of recognising qualifications.

The European Credit Transfer System (ECTS). This system aims to make it easier to recognise

periods of study abroad. It allows for the transfer of learning between different educational

institutions and offers a flexible way to gain a degree.

Europass. Europass is an instrument for ensuring the transparency of professional skills. It is

composed of five standardised documents: a CV (Curriculum Vitae); a language passport; certificate

supplements; diploma supplements; and a Europass-Mobility document. The Europass system makes

skills and qualifications clearly and easily understood in different parts of Europe. National Europass

centres have been established in every country of the EU and the European Economic Area.

The Commission’s Database on regulated professions includes a searchable list of regulated

professions in the EU Member States, EEA countries and Switzerland, plus contact points and

information about competent authorities.

Kinds of employment

The minimum age for a regular job in Ireland is 16. A person under 18 may not be employed for more than40 hours a week or 8 hours a day, except in a genuine emergency. Types of employment in Ireland Employed or self-employed?While in most cases it will be perfectly clear who is an employee in Ireland, sometimes a business anxiousto avoid employment legislation, tax and social insurance may insist that all people working for the firm areself-employed rather than employees. Deciding whether you are employed or self-employed has a numberof implications for you. The majority of employment protection legislation in Ireland applies to employees

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only and the tax and social insurance system will treat you very differently depending on whether you areemployed or self-employed. The Code of Practice in determining Employment Status (pdf)http://www.welfare.ie/EN/Publications/Documents/codeofpract.pdf contains criteria which can be used toclarify whether a person is employed or self-employed. In most cases, it is clear whether a person is anemployee or not. However if this is a problem for you, then it is best to get more detailed legal advice orguidance from your local tax office or the Scope Section of the Department of Social Protectionhttp://www.welfare.ie/en/Pages/What-does-Scope-Section-do.aspx Part-time employeesThe number of people working in part-time employment in Ireland has greatly increased in the past fewyears. One of the reasons is a more flexible, family-friendly attitude by employers to employees working inthis way. Part-time employees are in a similar position to full-time employees when it comes to employmentprotection legislation, although in some instances a part-time employee will need to work a set minimumnumber of hours for a set period of time before acquiring rights. You can read more about the Protectionof Part time Employees in Ireland in The Protection of Employees (Part-Time Work) Act 2001.

Fixed-term employeesMany more people are now employed on a fixed-term basis (or on specific purpose contracts). Employeesworking on repeated fixed-term contracts are covered under the Unfair Dismissals legislation; howeverthey need to have at least one year’s continuous service before they can bring a claim under the UnfairDismissals Act. Under the Protection of Employees (Fixed Term Work) Act 2003, employers cannotcontinually renew fixed term contracts. Employees can only work on one or more fixed term contracts for acontinuous period of four years. After this the employee is considered to have a contract of indefiniteduration (e.g. a permanent contract). Casual employeesThere is no definition of ’casual employees’ in employment law in Ireland. In reality, casual workers are onstandby to do work as required without fixed hours or attendance arrangements. However, these workersare employees, for employment rights purposes. Some legislation will apply, for example, the right toreceive a pay slip. In other instances where a set period of employment is required it will be unlikely that acasual employee will have sufficient service to qualify, for example, two years’ service is required in orderto be entitled to statutory redundancy.

Employment contracts

Contract of EmploymentAnyone who works for an employer for a regular wage or salary automatically has a contract ofemployment whether written or not. This may be expressed or implied, oral or in writing. The Terms of Employment (Information) Acts 1994 and 2001http://www.irishstatutebook.ie/1994/en/act/pub/0005/index.html require employers to provide employeeswith a written statement of certain particulars of their employees terms of employment. The Acts do notapply to a person who has been in the continuous service of the employer for less than 1 month.An employer is obliged to provide an employee with a written statement of terms of employment within thefirst two months of the commencement of employment. The statement of terms must include the following information:

the full name of employer and employee

the address of the employer

the place of work

the job title/nature of the work

the date of commencement of employment

the expected duration of contract (if temporary contract) or the date on which the contract will

expire (if fixed-term contract)

rate or method of calculation of pay

that the employee may, under section 23 of the National Minimum Wage Act, 2000, request from the

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employer a written statement of the employee’s average hourly rate of pay for any pay reference

period as provided in that section.

pay intervals

the terms and conditions relating to hours of work hours of work (including overtime and entitlements

to rest breaks and rest periods as per the Organisation of Working Time Act)

terms and conditions relating to paid leave (other than sick leave)

terms and conditions relating to sick/injury leave and sick pay and pensions and pension schemes

the amount of notice which the employee is entitled to receive and obliged to give

reference to any collective agreements which directly affect the terms and conditions of the

employee’s employment.

Probationary periodThe contract can include a probationary period and can allow for this period to be extended. If anemployee is on probation, he or she cannot rely on unfair dismissals legislation unless he or she has morethan one year's service; or is dismissed for trade union membership or activity; pregnancy-related mattersor claiming maternity rights. Rights such as information on matters like terms of employment, holidays andpay slips apply to an employee even while he or she is on probation. If your employer fails to give you written details of the terms of your contract, you can bring a complaint toa Rights Commissioner. You must make the complaint while you are in employment or within 6 months ofleaving your employment.Changes to your contract of employment in Ireland can occur due to a change in the law, but otherwise,changes must be agreed between your employer and yourself. The legislation covering notification ofchanges to your contract is set out in Section 5 of the Terms of Employment (Information) Act, 1994 to2001. For information or complaint forms in relation to the Terms of Employment (Information) Acts, 1994 and2001, contact: The Labour Relations CommissionTom Johnson HouseHaddington RoadDublin 4Tel: +353 1 6136700Email: rightscomm@lrc.ieWeb: www.lrc.ie

Special categories

The Employment Equality Act, 1998 http://www.irishstatutebook.ie/1998/en/act/pub/0021/index.html andthe Equal Status Act, 2000 http://www.irishstatutebook.ie/2000/en/act/pub/0008/index.html outlawdiscrimination in employment, vocational training, advertising, collective agreements, the provision ofgoods and services and other opportunities to which the public generally have access on nine distinctgrounds. These are: gender, marital status, family status, age, disability, race, sexual orientation, religiousbelief, and membership of the Traveller Community. Discrimination is described in the Act as the treatmentof a person in a less favourable way than another person is, has been or would be treated on any of theabove grounds. For more information contact the Equality Authority www.equality.ie Employment of young workersUnder the Protection of Young Persons (Employment) Act 1996http://www.irishstatutebook.ie/1996/en/act/pub/0016/index.html employers cannot employ children agedunder 16 in regular full-time jobs. The Act generally applies to employees under 18 years of age.Children aged 14 and 15 may be employed as follows:

Doing light work during the school holidays – they must have at least 21 days off work during this

time

As part of an approved work experience or educational programme where the work is not harmful to

their health, safety or development

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In film, cultural, advertising work or sport under licences issued by the Minister for Jobs, Enterprise

and Innovation http://www.irishstatutebook.ie/2001/en/si/0350.html

Children aged 15 may do 8 hours a week light work in school term time. The maximum working week forchildren outside school term time is 35 hours or up to 40 hours if they are on approved work experience.The maximum working week for young people aged 16 and 17 is 40 hours with a maximum of 8 hours aday. Young people aged under 18 are only guaranteed up to 70% of the national minimum wage. Employment and disabilityThere are a range of employment supports in Ireland aimed at assisting employees with a disability to gainand retain employment. Supported Employment Service (formerly part of FÁS) in the Department of SocialProtection is an employment and recruitment service to assist people with a disability to secure andmaintain a job in the open labour market. If you have a disability and wish to take up paid employment oryou require assistance in finding a job, the Supported Employment Programme http://www.welfare.ie/en/Pages/Supports-for-People-with-Disabilities-Looking-for-Work.aspx may beable to help you.

Self-employment

If you are thinking of starting a business in Ireland there are a number of issues you need to consider.Different supports and regulations apply, depending on your particular situation. You may be employed,unemployed or someone who is coming from outside Ireland to set up a business. As a starting point,BASIS (Business Advice on State Information and Services) http://www.basis.ie/home/home.jsp?pcategory=10055&ecategory=10055&language=EN is a website that has been specially designed to meetyour needs. It has information on a wide range of topics such as business planning and leasing or buyingpremises. This document highlights some of the important information you need to know with links torelevant topics. If you are unemployed you may be eligible for the Back to Work Enterprise Allowance schemehttp://www.welfare.ie/EN/Publications/SW92/Documents/sw92.pdf . If you participate in this scheme, youretain a percentage of your social welfare payment for 2 years. If you are starting a business, you alsomay get extra supports under the scheme, for example grants for training, market research, businessplans and access to loans to buy equipment. Nationals of the European Economic Area (EEA) or Switzerland do not need permission to set up abusiness in Ireland. In general non-EEA nationals must get permission from the Minister for Justice and Equality http://www.inis.gov.ie/en/INIS/Pages/WP09000012 in order to set up a business in Ireland. You can set up a business as a sole trader, as a partnership or as a limited company. There is moreinformation about these different structures on the Companies Registration Office (CRO) websitehttp://www.cro.ie/ena/business-registration.aspx You can register your business name and file company returns online with the CRO using CORE(Companies Online Registration Environment) http://www.core.ie/Main/index.jsp There is information on BASIS about different sources of funding which may be available to you. City andCounty Enterprise Boards http://www.enterpriseboards.ie/index.aspx?aspxerrorpath=/Financialsupports.aspx provide supports including grants to local businesses that arestarting up or in development.

Remuneration

Under the National Minimum Wage Act 2000http://www.irishstatutebook.ie/2000/en/act/pub/0005/index.html most employees in Ireland are entitledto a minimum wage. From the 1st of July, 2011 the minimum wage is €8.65 per hour. The minimum rate ofpay changes from time to time. Details of current minimum rates are always available from the WorkplaceRelations Customer Services of the Department of Jobs, Enterprise and Innovation. For more informationplease log onto www.workplacerelations.ieThere are some exceptions to those entitled to receive the national minimum wage. The legislation does

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not apply to a person employed by a close relative (for example, a spouse or parent) nor does it apply tothose in statutory apprenticeships. Also some employees such as young people under 18 and trainees areonly guaranteed a reduced or sub-minimum rate of the national minimum wage. From July 2011 the national the sub-minimum rates for young people and certain trainees are as follows:

An employee who is under 18 €6.06 per hour

An employee who is in the first year of employment since the age of 18 is entitled to €6.92 per hour -

An employee who is in the second year of employment since the date of first employment over the

age of 18 is entitled to €7.79 per hour

Employee aged over 18, in structured training during working hours:

First one-third of training course €6.49 per hour

Second one-third of training course €6.92 per hour

Final one third of the training course €7.79 per hour

Certain sectors of industry, including agriculture, catering, contract cleaning, hairdressing, hotel, retailtrade, security industry and construction are covered by legally binding Agreements / Orders ( EROs –Employment Regulation Orders; REAs – Registered Employment Agreements which set minimum rates ofpay, which may be in excess of the National Minimum Wage. To check for a full list of employments currently covered by these Agreements / Orders contact theDepartment of Jobs, Enterprise and Innovation or check the Labour Court www.labourcourt.ie website. Employers who work in the Construction Industry in Ireland are covered by a Registered EmploymentAgreement. For up-to-date details of all the work conditions including minimum wage provided by thisAgreement contact SIPTU or check the Labour Court website www.labourcourt.ie Employees are legally entitled to receive a pay slip with every payment of wages. This pay slip shouldshow: gross wage, the nature and amount of each deduction and the net wage. Complaints about pay ordeductions can be made to The Rights Commissioner Service.

Working time

The maximum an employee should work in an average working week is 48 hours. This working weekaverage should be calculated over a four-month period. There are however some exceptions to this average period. BreaksEmployees are entitled to:

A daily rest period of 11 consecutive hours per 24 hours

A weekly rest period of 24 consecutive hours per seven days, following a daily rest period

A 15-minute break if working 4.5 hours.

A 30-minute break if working six hours.

Payment for breaks is not a statutory entitlement. Some industries are covered by Registered EmploymentAgreements (REA's) and Employment Regulation Orders (ERO's), which may contain regulations regardingbreaks. For more information visit the Department of Jobs, Enterprise and Innovationwww.enterprise.gov.ie or the Workplace Relations: Sundays If you do Sunday work your entitlement to extra pay may be agreed between you and your employer.Under the Organisation of Working Time Act, if there is no agreement about your pay, your employer mustgive you one or more of the following for Sunday working:

A reasonable allowance

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A reasonable pay increase

Reasonable paid time off work

What is reasonable depends on all the circumstances. It is a matter for negotiation between you and youremployer and, where applicable, your trade union. Some guidance may be obtained by referring, wherepossible, to an agreement applying to comparable employees elsewhere in similar employment. OvertimeThere is no statutory obligation on employers in Ireland to pay employees higher rates, for example,double time, for work completed in overtime. You must, however, receive at the very least your normalhourly rate of pay for overtime. Certain sectors of employment are covered by Employment RegulationOrders and Registered Employment Agreements which may have higher rates of pay for overtime. For moreinformation visit the Workplace Relations: www.employmentrights.ie

Leave (annual leave, parental leave etc)

There are many types of leave or time off work to which you may be entitled. These include annual leave,public holidays, sick leave, maternity leave, adoptive leave, carer’s leave and parental leave. There is nostatutory entitlement to paternity leave. There are also times when you may require leave or time off workfor specific reasons. This could be when you have a family crisis, when you are called for jury service or ifyou wish to take study leave or a career break. In some cases you are entitled to paid leave but in othersyou are not. Annual leave:The Organisation of Working Time Act 1997http://www.irishstatutebook.ie/1997/en/act/pub/0020/index.html provides for a basic annual paid leaveentitlement of 4 weeks, although an employee's contract could give greater rights. It is also important tonote that the periods of leave provided for by legislation are the minimum entitlements only, you and youremployer may agree to additional entitlements. Public HolidaysThere are nine public holidays each year:

1. New Year’s Day

2. St. Patrick’s Day

3. Easter Monday

4. The first Monday in May

5. The first Monday in June

6. The first Monday in August

7. The last Monday in October

8. Christmas Day

9. St. Stephen’s Day

Most employees are entitled to paid leave on public holidays. One exception is part-time employees whohave not worked for their employer at least 40 hours in total in the 5 weeks before the public holiday. Employees who qualify for public holiday benefit will be entitled to one of the following: •A paid day off on the public holiday•An additional day of annual leave•An additional day's pay•A paid day off within a month of the public holiday Maternity leave:

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If you become pregnant while in employment in Ireland, you are entitled to take maternity leave. Theentitlement to a basic period of maternity leave from employment extends to all female employees inIreland (including casual workers), regardless of how long you have been working for the organisation orthe number of hours worked per week. You can also avail of additional unpaid maternity leave. TheMaternity Protection Act 1994 http://www.irishstatutebook.ie/1994/en/act/pub/0034/index.html and theMaternity Protection (Amendment) Act 2004http://www.irishstatutebook.ie/2004/en/act/pub/0028/index.html provide your statutory minimumentitlements in relation to maternity at work including maternity leave. In general, you are entitled to 26weeks’ maternity leave together with 16 weeks additional unpaid maternity leave. Sick leave:In general an employee has no right under employment law in Ireland to be paid while on sick leave.Consequently, it is at the discretion of the employer to decide his/her own policy on sick pay and sickleave, subject to the employee’s contract or terms of employment. Under Section 3 of the Terms ofEmployment (Information) Act 1994 and 2001http://www.irishstatutebook.ie/1994/en/act/pub/0005/sec0003.html an employer must provide anemployee with a written statement of terms of employment including terms or conditions relating toincapacity for work due to sickness or injury. If you have no entitlement in your terms and conditions ofemployment to pay during sick leave, you may apply for Illness Benefit from your Social Welfare office if youhave enough social insurance contributions. If you do not have enough social insurance contributions, youshould contact the Community Welfare Officer of your Local Health Office who will assess your situation.

Living Conditions

Summary of living conditions in Europe

Quality of life – at the top of the EU social policy agendaFavourable living conditions depend on a wide range of factors, such as quality healthcare services,education and training opportunities and good transport facilities, to name just La few issues that directlyaffect a citizen’s everyday life and work. The EU aims to improve the quality of life in all its Member States,and to take into account the many challenges faced by contemporary Europe, such as social exclusion andthe aging population. Employment in EuropeImproving employment opportunities in Europe is a key priority for the EU. The European EmploymentStrategy has been developed by the EU and its Member States to create more and better jobs, tackleunemployment and increase mobility. The strategy provides a framework where European countries cancoordinate their employment policies and share information. And of course, improving the employment prospects of every European is central to the EU’s ten yearstrategy for economic growth, Europe 2020. A key target is to ensure that 75% of European citizens aged20-64 are in work by the end of the decade. Health and health care in the European UnionGood health and the availability of high-quality health care services are important priorities for allEuropeans. And most people expect quick and easy access to medical treatment when travelling acrossthe EU. The EU’s health policies are aimed at responding to these needs. The European Commission hasdeveloped a coordinated approach to health policy, putting into practice a series of initiatives thatcomplement the actions of national public authorities. The Union’s common actions and objectives areincluded in EU health programmes and strategies. The current EU Public Health Programme runs from 2008 to 2013 and has three key objectives:

Improving citizens health security;

Promoting health and reducing health inequalities; and

Generating and disseminating health information and knowledge.

Education and training in the EUMember States are in charge of their own education and training systems. However, the EU adds value bycoordinating activities that can help meet common goals and that can provide citizens with greater

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opportunities for training and study throughout their lives. To make this happen, the EU cooperates with national authorities and education stakeholders to improvepolicies and exchange good practice. In addition, the EU runs a number of funding programmes in the fieldof education and training. The Schengen areaThe Schengen area was established in March 1995. It abolished border controls within the area of thesignatory States and created a single external frontier, where checks have to be carried out in accordancewith a common set of rules. As of 2012, 25 European countries have signed up to the Schengen Agreement. Twenty-two of these areEU Member States:Austria, Belgium, Czech Republic, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Italy,Latvia, Lithuania, Luxembourg, Malta, Netherlands, Poland, Portugal, Slovakia, Slovenia, Spain andSweden. Iceland, Norway and Switzerland are also in Schengen. The United Kingdom and Ireland are notpart of the Schengen area. Transport in the EUThe EU’s transport policy is focused on removing obstacles between Member States, thereby enablingpeople and goods to move quickly and cheaply across borders. The goal is to provide clean, safe andefficient travel across Europe while strengthening the internal market for the free movement of people andgoods. The EU is also a champion of passenger rights: Air transport and passenger rightsThe creation of a single European market in air transport has meant lower fares and a wider choice ofcarriers and services for passengers. The EU has also created a set of rights to ensure air passengers aretreated fairly. If things go wrong with flights that depart from an EU country or arrive in an EU country with a carrierregistered in the EU (or in Iceland, Norway or Switzerland) passengers have a set of EU rights and may beentitled to reimbursement or compensation. If you are denied boarding, face excessive delays (more than 5 hours) or your flight is cancelled oroverbooked, you have the right to choose between being rerouted to your final destination or having yourticket reimbursed. If you request reimbursement of your ticket, you give up the right to any further onwardtravel, assistance or re-routing from the airline company. Your airline should always inform you about your rights and the reason for any denied boarding,cancellation, or long delay (more than 2 hours). You may also be entitled to refreshments, meals,communications (such as a free phone call), and an overnight stay, depending on the flight distance andthe length of delay. In addition, if you are denied boarding, your flight is cancelled or arrives at its destination more than 3hours late, you may be entitled to compensation of €250 - 600, depending on the distance of the flight. Rail passenger rightsIf your train is cancelled or delayed, you may be entitled to compensation. And you have the right toadequate information about the delay. If a delay of at least 1 hour (from the schedule marked on the ticket) is announced, you can do one of thefollowing:

cancel your travel plans and request immediate reimbursement of the full cost of your ticket (or of the

part of the journey not made). You may also claim reimbursement for the part of the journey you

have already made, if the delay implies that you can no longer fulfil the purpose of your trip.

ask your carrier to be rerouted to your final destination at the earliest opportunity, or at a later date

of your choice.

continue your journey, despite the delay, along the planned travel route.

If you decide to continue your journey, you are entitled to compensation. If the train is between 1 and 2hours late, you are entitled to 25% of the ticket fare. If the train is delayed by more than 2 hours, you areentitled to 50% of the fare.The compensation has to be paid within one month after you submit a request.

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Transport

Public bus services in Ireland are licensed and regulated by the Department of Transport, Tourism and

Sport. There is a range of public bus transport services in Ireland (both private and State-owned) offering

services on a range of routes. Coras Iompair Éireann (CIE) is a state company that operates the largest

volume of services nationally. Free travel on State bus and rail services is available to everyone

permanently living in Ireland that is aged 66 and over.

Bus ÉireannBus Éireann www.buseireann.ie provides various bus services on a network of routes throughout Ireland.It operates intercity coach services and provides commuter services for major cities. Dublin BusDublin Bus provides bus services within Dublin city and to and from the surrounding areas. These servicesinclude city bus services, Railink, School link, Airlink, Nitelink and DART feeder buses. Dublin Bus operatesservices between Dublin city centre and Dublin Airport. These services run via Busáras, Connolly RailStation and Heuston Rail Station. Iarnród ÉireannIarnród Éireann www.irishrail.ie, a subsidiary company of a State-owned company, Coras Iompair Éireann(CIÉ), is responsible for operating rail services in Ireland. Iarnród Éireann falls under the remit of theDepartment of Transport. The company operates passenger rail services nationwide and providescommuter rail services, including the DART service in Dublin and the Arrow service from Dublin to Kildare. DART and LUASThe DART www.dart.ie (Dublin Area Rapid Transport) runs along the east coast of Ireland from Malahide incounty Dublin to Greystones in county Wicklow. Other rail service is Luas www.luas.ie . For more info aboutroutes, stops, timetables and prices check the website.

The political, administrative and legal systems

The political systemThe Irish Republic is a parliamentary democracy. The rules and customs that govern Ireland are set out inthe constitution and can only be changed by a national referendum. The force of law in this country isregulated by the laws of the European Union as it is in every other EU member State.The current Irish President, Michael D. Higgins is the Head of State and the guardian of the constitution.The President represents Ireland at home and abroad. Other functions of the President include SupremeCommander of the Defence Forces, signatory of bills into law, Dissolution of the Dail (House ofRepresentatives) to permit a general election. In Ireland power is shared between the government, theOireachtas and the courts. The administrative systemElections are held in Ireland at least once every five years and are based on the system of proportionalrepresentation by universal suffrage. Enda Kenny is the Head of Government, referred to as Taoiseach (Prime Minister). The Tanaiste (DeputyHead) is Joan Burton. The Government of Ireland is composed of 15 separate Departments. Together theTaoiseach, the Tanaiste, Ministers and Junior Ministers represent the Cabinet. The Cabinet has collectiveauthority and effectively has full responsibility for all national policy decisions. In Ireland decisions areshared between the Cabinet and the Oireachtas (House of Parliament). The Oireachtas is divided into twohouses, the Dail and the Senate or Upper House. The Dail has 166 members headed by the Taoiseach andincluding all persons elected into government by the people of Ireland. The functions of the Dail include (a)initiating all constitutional amendments, (b) debating cabinet proposals, (c) approving financialreceipts/budget, (d) passing Laws (Acts) and (e) debating international agreements. The Dail has morepower than the Seanad. The Seanad is composed of sixty members called Senators. Their powers arelimited but include debating and amending government legislation. Since the 1990s the norm in the statehas been coalition governments. The main political parties in the Dail Éireann are Fianna Fail, Fine Gael, theLabour Party, , the Green Party, and Sinn Fein.

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You must be at least 18 years of age on 15 February, the day the voting register comes into force, in orderto vote. While you may be entitled to register as a voter due to your residency, there may be a limit on thetypes of elections in which you can vote. The registration authority will need to know your citizenshipbecause this will determine the elections at which you may vote.The right to vote is as follows:

Irish citizens may vote at every election and referendum

British citizens may vote at Dáil elections, European elections and Local elections

Other European Union (EU) citizens may vote at European and local elections

Non-EU citizens may vote at local elections only

The legal systemThe Irish Constitution is the basic set of rules by which the Republic of Ireland is governed. TheConstitution has been modified by legislation following referendum to meet the needs of a changingsociety.Justice in Ireland is administered by the courts in public. There are four main courts which include:

The District Court – deals with civil and criminal cases

The Circuit Court – deals with more serious cases such as robbery

The High Court – deals with very serious cases

The Supreme Court – the highest court in Ireland. It is the court of final appeal

Other courts in operation are the Special Criminal Court, the Court of Criminal Appeal, the Children’s Courtand the Small Claims Court.If you encounter any legal problems or even if you are purchasing a house or starting a business you willneed to engage a solicitor. If you have a reason to go to court your solicitor will prepare your case for abarrister. The services of a barrister are normally required when a person in Ireland goes to court. Yourbarrister will act in your best interests at all times. Going to court in Ireland can be very costly. However,there is free legal aid for those who qualify. For further information on free legal aid in Ireland contact theLegal Aid Board www.legalaidboard.ie .

Incomes and taxation

Income taxYour new employer must deduct tax from your pay under the PAYE system. To make sure that your tax isproperly dealt with from the start and that your employer deducts the right amount of tax from your payyou should do two things:Give your employer your PPS No. (Personal Public Service Number). He/she will then let the tax office knowthat you have started work.Apply for a certificate of tax credits by completing Form 12A (Application for a Certificate of Tax Credits andStandard Rate Cut-Off Point) and sending it to the tax office. Ask your employer for a form 12A. Youremployer will tell you to which tax office the completed form 12A should be sent. If your employer does nothave a form 12A, you can get one from any tax office or telephone Lo Call 1890 306706. Ideally, youshould do all this as soon as you accept an offer of a job - even if it is only part-time or holidayemployment. This will give your employer and the tax office time to get things sorted out before your firstpay-day. What happens next?There are Personal tax allowances granted to individuals by a system of Tax Creditshttp://www.revenue.ie/en/tax/it/credits/index.html .The tax office will send you a Certificate of Tax Credits and Standard Rate Cut-Off Point, which sets out indetail the amount of tax credits due to you. The tax office will also send a Certificate of Tax Credits andStandard Rate Cut-Off Point to your employer which shows the total amount of your tax credits. When do you start to pay income tax?You will normally start to pay tax from your first pay-day. The amount of tax you pay depends on your levelof pay and the amount of your tax credits. Personal income tax rates. at 20% first at 41%

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Single person €32,800 BalanceMarried couple/ civil partners (one income) €41,800 BalanceMarried couple/ civil partners (two incomes) Up to €65,600

(increase limited tothe amount of thesecond income)

Balance

One parent/ widowed parent €36,800 Balance Value Added Tax (VAT) http://www.revenue.ie/en/tax/vat/index.html is a tax on consumer spending. It isadded to the price of most goods and services. The standard rate of VAT in Ireland is 23% although thereare some exceptions. Deposit Interest Retention Tax (DIRT) and Exit Taxes on Life Assurance Policies and InvestmentFunds http://www.revenue.ie/en/tax/dirt/index.html It was announced in Budget 2014 that from 1 January 2014 DIRT will be charged at 41% whetherpayments are made annually or more frequently or are made less frequently than annually. Capital Gains Tax http://www.revenue.ie/en/tax/cgt/index.htmlis a tax charged on the capital gain (profit) made on the disposal of any asset. It is payable by the personmaking the disposal. The gain/profit (the difference between the price you paid for the asset and the priceyou sold it for) is considered taxable income.Excise Duties http://www.revenue.ie/en/tax/excise/index.html are taxes levied on consumer items such asalcohol and cigarettes. Motor Tax http://www.revenue.ie/en/tax/vrt/index.html is a compulsory tax on all vehicles. The amount oftax levied depends on the size of the vehicle. Capital Acquisition Tax http://www.revenue.ie/en/tax/cat/index.html is paid by the receiver of a gift orinheritance. It does not apply to gifts or inheritance between spouses. Local Property Tax (LPT) http://www.revenue.ie/en/tax/lpt/index.html charged on all residentialproperties in the State came into effect from 1 July 2013. Further information:Revenue Commissioners9/15 Upper O’Connell StreetDublin 1Telephone: (01) 414 9700 / 9777 Website: www.revenue.ie

Cost of living

Cost of Living in Ireland dropped since the recession in 2008, however is still one of the highest in Europe.Back in 2007 Ireland was one of the most expensive countries in the Euro zone in which to live. Accordingto the Mercer’s Worldwide Cost of Living Survey 2008 Dublin was the world's 16th most expensive city andEurope's 8th most expensive. According to the latest Cost of Living Survey from Mercer 2012 Dublin was in 72nd position of the world’s most expensive cities. To help prepare you, consult the list below which lists the approximate cost for basic necessities in Dublin. Some examples:Rent (Dublin City centre) per month per room €200 – 950Rent; Suburbs per month per room: – €250 - 850Weekly Bus / LUAS Ticket € 40.00Three course meal €25.00– €50.00Loaf of Bread € 1.802 litre Milk:& €1.891 litre Orange Juice: €2.00Eggs half a dozen € 1.89Cheese (250g) Cheddar: € 2.50Pasta Sauce: €2.20

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Cornflakes: €2.70McDonalds Quarter Pounder Meal: €6.40Pint of Guinness: €5.00Petrol (per litre): € 1. 45

Accommodation

If you pay rent to a landlord for the use of accommodation or property you are a tenant. Your legal rightsand responsibilities derive from landlord/tenant law as well as from any written or verbal tenancyagreement between you and your landlord. The main legislation governing these rights and obligations isset down in the Landlord and Tenants Acts 1967 – 1994http://www.irishstatutebook.ie/1994/en/act/pub/0020/index.html and the Residential Tenancies Act 2004(pdf) http://oireachtas.ie/documents/bills28/acts/2004/a2704.pdf . Prices of rental accommodation vary depending in what part of Ireland you wish to rent. Dublin is the mostexpensive place in Ireland to rent accommodation. Accommodation; Rents in Dublin per month (Furnished) 1 Bedroom Apartment from 858 Euro2 Bedroom Apartment from 1057 Euro3 Bedroom House from 1090 Euro

Average House Prices (Purchase), Quarter 4, 2014Dublin (new houses) € 342,329Dublin (second-hand houses) € 326,229National Average (new houses) € 258,989National Average (second-hand houses) € 255,958 For more information about apartment & houses prises in Ireland contact Department of the Environment,Heritage and Local Government www.environ.ie Utility ServicesCompanies responsible for the supply of gas, electricity, water and telephone services are listed below:GAS: Irish Gas Board (’Bord Gais Eireann’) http://www.bordgais.ie/corporate/index.jspElectricity: Electricity Supply Board (ESB) http://www.esb.ie/main/home/index.jspTelephone: Eircom http://www.eircom.net/ Water: After an examination of the Water Services in Ireland in 2011, the Government concluded that a newnational water utility offered the best opportunity to:

Improve the efficiency and effectiveness of water services delivery

Provide access to new funding sources

Improve strategic planning and accountability.

Incorporated in July 2013, as a subsidiary of the Ervia Group (formerly Bord Gáis Éireann), Irish Waterbrings the water and wastewater services of the 31 Local Authorities (formerly 34) together under onenational service provider.

Since the 1st January 2014, Irish Water is responsible for the operation of public water services including;management of national water assets; maintenance of the water system; investment and planning;managing capital projects and customer care and billing. Please see https://www.water.ie/billing-and-charges/charges/ for details on charges.

Health Systems

If you are an EU/EEA or Swiss national and are travelling or staying in Ireland you are entitled to receivefree maintenance and treatment in public beds in Health Service Executive (HSE) and voluntary hospitals

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should you become ill or have an accident.The European Health Insurance Card (EHIC) makes it easier for you to get medical care quickly and easily.It is evidence that you are part of a health insurance scheme administered by another state in the EU/EEAor Switzerland. Out-patient services in public hospitals are also free of charge but some people may have to pay an initialcharge if they have not been referred by a Doctor (GP-General Practitioner). If you are in a private hospitalor in a private bed in a public hospital, you must pay for both maintenance and treatment. If you haveprivate health insurance it may cover some or all of the costs.For comprehensive information on hospital services in Ireland have a look at Citizens Informationwww.citizensinformation.ie website. Accident and Emergency / Casualty Most general hospitals and some specialist hospitals have accident and emergency or casualtydepartments which patients may attend without being referred by a GP. If you attend without a GPreferral, you may be charged. However, if you have to return for further visits in relation to the same illnessor accident, you do not have to pay the charge again. Free healthcare - medical cards A medical card issued by the Health Service Executive (HSE) www.hse.ie in Ireland enables the bearer toreceive certain health services free of charge. If your Income is below a certain level you may be entitled tofree healthcare (a Medical Card). This can be checked at your local Health Service Executive office. If youare issued with a medical card, the card would normally cover you and your dependent spouse and childdependants. Details of your local Health Services Executive www.hse.ie office. From 1 July 2015, children under the age of 6 are entitled to free visits to a GP that is taking part in thescheme. Children can be registered from 15 June 2015 to get a GP visit card for children under 6. In addition to free GP visits, the card covers specific assessments at age 2 and 5 and care for children withasthma. You can apply for this at: https://www.pcrsonline.ie/portal/free-gp-care-web/pub Private Health Insurance There are a number of providers of private health insurance in Ireland.Private health Insurance companies:

VHI Healthcare

Laya Healthcare

AVIVA Health

Educational systems

The Irish education system is made up of primary, second, third-level and further education. Education iscompulsory for children in Ireland from the ages of 6 to 16 or until students have completed three years ofsecond-level education. Most children in Ireland begin school at the age of 4. State funded education isavailable at all levels, unless you choose to send your child to a private institution. Pre-school education is usually provided by privately funded child-care facilities or providers. Some pre-school initiatives focused on children at risk are funded by the Department of Education and Skills. Primary (first level) educationChildren do not have to attend school until the age of six but it is usual for children to begin school theSeptember following their fourth birthday. Four-year-olds and five-year-olds are enrolled in the junior orsenior infant classes. Primary schools are generally privately-owned by religious communities (or boards ofgovernors) but are State-funded. Second level educationSecond level education is provided by different types of post-primary schools. That is, secondary,

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vocational, community and comprehensive schools. Second level education consists of a three-year juniorcycle followed by a two-year or three-year senior cycle depending on whether an optional Transition Yearis taken following the Junior Certificate examination. Students generally commence the junior cycle at theage of 12. The Junior Certificate is taken after three years. Third level educationThird level education is made up of a number of sectors. The university sector, the technological sector andthe colleges of education are substantially funded by the State. In addition there are a number ofindependent private colleges. There are seven universities and they are autonomous and self-governing.They offer degree programmes at bachelor, masters and doctorate level. The technological sector includesinstitutes of technology which provide programmes of education and training in areas such as business,science, engineering, linguistics and music to certificate, diploma and degree levels. The Department ofEducation and Skills has overall responsibility for the sector. There are five colleges of education. Thesespecialise in training for first level teachers. They offer a three-year bachelor of education degree and an18-month post-graduate diploma. Further and adult educationFurther education comprises education and training which takes place after second-level schooling butwhich is not part of the third-level system. It includes programmes such as Post-Leaving Certificatecourses; the Vocational Training Opportunities Scheme, programmes in Youthreach for early school-leavers; other literacy and basic education; and self-funded evening adult programmes in second-levelschools. For more information on the Irish education system visit: http://www.citizensinformation.ie/en/education/

Cultural and social life

Ireland has two official languages - Irish Gaelic and English.Saint Patrick’s Day (March 17th) is Ireland’s official national day. It is a national holiday and festivalparades are held in towns and cities all around the country.The Irish landscape has many places of natural beauty and historical significance, which have influencedthe artistic, cultural and literary nature of its people for thousands of years. Heritage Irelandwww.heritageireland.ie website is designed to introduce you to some of the many rich and variedattractions of Ireland's heritage. Music is an intrinsic part of Irish culture from the traditional Irish song and ballads in the past to our worldfamous modern musicians such as U2, Van Morrison and The Corrs. Dancing has always been part ofIreland’s culture and traditional dance has been revolutionised by the success of Riverdance The pub istraditionally the favoured place for socialising and 'going for a pint' is something of a national pastime’.There are over 10,000 pubs in Ireland, many offering live traditional and modern music as well as pub-grub(food). All pubs and restaurants in Ireland are now smoke-free zones. Gaelic football, hurling and camogie are very popular, traditional sports exclusive to Ireland and the Irishcommunities abroad. Fishing, sailing, horse racing, shooting, windsurfing, hill walking are all well supportedand recognised sports.CurrencyThe Republic of Ireland is a eurozone member state. The unit of currency is the Euro

Private life (birth, marriage, death)

Birth registrationYou will need to register the birth of your child no later than three months after his/her birth. Registrationis a legal requirement in Ireland, but you will also need a birth certificate to enrol your child in school, toapply for a passport and for many other purposes (For child benefit, you will be contacted automatically assoon as you register the birth). The birth certificate will contain the information on the child and theparents that is given at the time of registration, so it is important that the information given is accurate. Itis difficult to change the details after the initial registration. MarriagesThe minimum legal age requirement for marriage in Ireland is 18. Since 5 November 2007 anyone marryingin the Republic of Ireland (irrespective of whether they are an Irish citizen or a foreign national) must give

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three months notification before they marry. You must make this notification in person to any Registrar.There are different legal ways of getting married in Ireland; you may choose a religious ceremony or a civilceremony. You are issued with a Marriage Registration Form (MRF) by the Registrar, following notification,which gives you authorisation to get married. You give it to whomever will be solemnising your marriage.Following the marriage ceremony, the completed MRF should be given to a Registrar, within one month ofthe marriage ceremony, for the marriage to be registered. DeathsDeaths may be registered in any Registrars office. If the death occurs outside a hospital then it is generallythe next of kin or a close family friend that will register the death. The doctor attending the deceased willissue you with a medical certificate, which you will need to submit when registering the death. There is nofee charged for registering a death in the Irish State. For further information on how and where to register your newborn child, marriage or deaths contact:General Register Office, Government Officeswww.groireland.ie

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