Employment Regulation Order (Hotels Joint Labour Committee), 1999.
Statutory Instruments
Source: Statutory Instruments

num: 1
paragraphs: Workers employed in a hotel undertaking anywhere throughout the State except the County Borough of Cork and the areas known, until 1st January, 1994, as the County Borough of Dublin and the Borough of DÃºn Laoghaire by the persons carrying on that undertaking and who are engaged in any of the following work, that is to say:—
(a) the preparation of food or drink;
(b) the service of food or drink;
(c) the provision of living accommodation;
(d) the retail sale of goods;
(e) work incidental to (a), (b), (c) or (d);
(f) work performed at any office or at any store or warehouse or similar place.
BUT EXCLUDING
(i) Managers, assistant managers, trainee managers, receptionists, head storemen and housekeepers.
(ii) Workers affected by a Registered Employment Agreement.
num: 2
paragraphs: In this Schedule “hotel” means either:—
(a) a premises registered in the register of hotels, under the provisions of the Tourist Traffic Acts, 1939 to 1995,
or
(b) a premises licensed under the Licensing Acts, 1833 to 1995 and having not less than 10 apartments normally available for the sleeping accommodation of travellers.
PART II
STATUTORY MINIMUM RATES OF REMUNERATION
Section I Non-Tipping Zone
With Full Board* and Lodging
With Board only
Without Board or Lodging
From 21st September, 1999
Cooks
Per Week
Per Week
Per Week
£
£
£
1st year
num: 34
paragraphs: 60
num: 51
paragraphs: 92
num: 77
paragraphs: 23
2nd year
num: 47
paragraphs: 89
num: 65
paragraphs: 20
num: 90
paragraphs: 52
3rd year
num: 62
paragraphs: 80
num: 80
paragraphs: 12
num: 105
paragraphs: 44
4th year
num: 88
paragraphs: 78
num: 106
paragraphs: 10
num: 131
paragraphs: 41
** Trained (a)
num: 140
paragraphs: 00
num: 157
paragraphs: 32
num: 182
paragraphs: 63
(b)
num: 111
paragraphs: 47
num: 128
paragraphs: 79
num: 154
paragraphs: 10
With Full Board* and Lodging
With Board only
Without Board or Lodging
From 1st May, 2000
Cooks
Per Week
Per Week
Per Week
£
£
£
1st year
num: 34
paragraphs: 95
num: 52
paragraphs: 44
num: 78
paragraphs: 00
2nd year
num: 48
paragraphs: 37
num: 65
paragraphs: 85
num: 91
paragraphs: 43
3rd year
num: 63
paragraphs: 43
num: 80
paragraphs: 92
num: 106
paragraphs: 49
4th year
num: 89
paragraphs: 67
num: 107
paragraphs: 16
num: 132
paragraphs: 72
** Trained (a)
num: 141
paragraphs: 40
num: 158
paragraphs: 90
num: 184
paragraphs: 46
(b)
num: 112
paragraphs: 64
num: 130
paragraphs: 14
num: 155
paragraphs: 70
Note: No worker shall suffer a reduction in status or remuneration.
With Full Board* and Lodging
With Board only
Without Board or Lodging
From 21st September, 1999
General Workers
Per Week
Per Week
Per Week
£
£
£
Under 18 years of age
num: 61
paragraphs: 70
num: 79
paragraphs: 03
num: 104
paragraphs: 34
18 to 19 years of age
num: 91
paragraphs: 16
num: 108
paragraphs: 48
num: 133
paragraphs: 79
19 to 20 years of age
num: 94
paragraphs: 45
num: 111
paragraphs: 77
num: 137
paragraphs: 09
20 years and over
num: 122
paragraphs: 59**
num: 139
paragraphs: 91**
num: 165
paragraphs: 22**
With Full Board* and Lodging
With Board only
Without Board or Lodging
From 1st May, 2000
General Workers
Per Week
Per Week
Per Week
£
£
£
Under 18 years of age
num: 62
paragraphs: 32
num: 79
paragraphs: 82
num: 105
paragraphs: 38
18 to 19 years of age
num: 92
paragraphs: 07
num: 109
paragraphs: 56
num: 135
paragraphs: 13
19 to 20 years of age
num: 95
paragraphs: 39
num: 112
paragraphs: 89
num: 138
paragraphs: 46
20 years and over
num: 123
paragraphs: 81**
num: 141
paragraphs: 31**
num: 166
paragraphs: 87**
Section II, Tipping Zone
With Full Board * and Lodging
With Board only
Without Board or Lodging
Guaranteed Gratuities**
From 21st September, 1999
Per Week
Per Week
Per Week
Per Week
£
£
£
£
Waiter/Waitress
1st year
num: 47
paragraphs: 43
num: 64
paragraphs: 75
num: 90
paragraphs: 06
num: 3
paragraphs: 70
2nd year
num: 62
paragraphs: 65
num: 79
paragraphs: 96
num: 105
paragraphs: 28
num: 7
paragraphs: 45
3rd year
num: 71
paragraphs: 22
num: 88
paragraphs: 54
num: 113
paragraphs: 85
num: 13
paragraphs: 11
4th year and over
num: 111
paragraphs: 80
num: 129
paragraphs: 12
num: 154
paragraphs: 43
num: 18
paragraphs: 60
Barman/ Barmaid
1st year
num: 52
paragraphs: 80
num: 70
paragraphs: 12
num: 95
paragraphs: 43
num: 3
paragraphs: 70
2nd year
num: 75
paragraphs: 37
num: 92
paragraphs: 69
num: 118
paragraphs: 00
num: 5
paragraphs: 58
3rd year
num: 92
paragraphs: 96
num: 110
paragraphs: 28
num: 135
paragraphs: 59
num: 7
paragraphs: 45
4th year and over
num: 122
paragraphs: 72
num: 140
paragraphs: 04
num: 165
paragraphs: 35
num: 9
paragraphs: 29
With Full Board* and Lodging
With Board only
Without Board or Lodging
Guaranteed Gratuities**
From 1st May, 2000
Per Week
Per Week
Per Week
Per Week
£
£
£
£
Waiter/Waitress
1st year
num: 47
paragraphs: 90
num: 65
paragraphs: 40
num: 90
paragraphs: 96
num: 3
paragraphs: 74
2nd year
num: 63
paragraphs: 28
num: 80
paragraphs: 76
num: 106
paragraphs: 33
num: 7
paragraphs: 52
3rd year
num: 71
paragraphs: 93
num: 89
paragraphs: 43
num: 114
paragraphs: 99
num: 13
paragraphs: 24
4th year and over
num: 112
paragraphs: 97
num: 130
paragraphs: 47
num: 156
paragraphs: 03
num: 18
paragraphs: 79
Barman/ Barmaid
1st year
num: 53
paragraphs: 33
num: 70
paragraphs: 82
num: 96
paragraphs: 38
num: 3
paragraphs: 74
2nd year
num: 76
paragraphs: 12
num: 93
paragraphs: 62
num: 119
paragraphs: 18
num: 5
paragraphs: 64
3rd year
num: 93
paragraphs: 89
num: 111
paragraphs: 38
num: 136
paragraphs: 95
num: 7
paragraphs: 52
4th year and over
num: 123
paragraphs: 95
num: 141
paragraphs: 44
num: 167
paragraphs: 00
num: 9
paragraphs: 38
Note:
(i) Workers who have satisfactorily completed their 4th year shall be deemed to be qualified.
(ii) No worker shall suffer a reduction in status or remuneration.
With Full Board* and Lodging
With Board only
Without Board or Lodging
Guaranteed Gratuities**
From 21st September, 1999
Per Week
Per Week
Per Week
Per Week
£
£
£
£
House Assistant
1st year
num: 57
paragraphs: 65
num: 74
paragraphs: 98
num: 100
paragraphs: 29
num: 3
paragraphs: 70
2nd year
num: 82
paragraphs: 30
num: 99
paragraphs: 61
num: 124
paragraphs: 93
num: 7
paragraphs: 45
3rd year
num: 100
paragraphs: 68
num: 118
paragraphs: 00
num: 143
paragraphs: 31
num: 11
paragraphs: 17
Porter
1st year
num: 46
paragraphs: 08
num: 63
paragraphs: 40
num: 88
paragraphs: 71
num: 7
paragraphs: 45
2nd year
num: 67
paragraphs: 07
num: 84
paragraphs: 39
num: 109
paragraphs: 70
num: 11
paragraphs: 17
3rd year
num: 81
paragraphs: 46
num: 98
paragraphs: 79
num: 124
paragraphs: 10
num: 14
paragraphs: 90
4th year
num: 111
paragraphs: 80
num: 129
paragraphs: 12
num: 154
paragraphs: 43
num: 18
paragraphs: 60
Page
num: 73
paragraphs: 79
num: 91
paragraphs: 11
num: 116
paragraphs: 42
num: 5
paragraphs: 58
With Full Board* and Lodging
With Board only
Without Board or Lodging
Guaranteed Gratuities**
From 1st May, 2000
Per Week
Per Week
Per Week
Per Week
£
£
£
£
House Assistant
1st year
num: 58
paragraphs: 23
num: 75
paragraphs: 73
num: 101
paragraphs: 29
num: 3
paragraphs: 74
2nd year
num: 83
paragraphs: 12
num: 100
paragraphs: 61
num: 126
paragraphs: 18
num: 7
paragraphs: 52
3rd year
num: 101
paragraphs: 85
num: 119
paragraphs: 35
num: 144
paragraphs: 91
num: 11
paragraphs: 28
Porter
1st year
num: 46
paragraphs: 54
num: 64
paragraphs: 03
num: 89
paragraphs: 60
num: 7
paragraphs: 52
2nd year
num: 67
paragraphs: 74
num: 85
paragraphs: 23
num: 110
paragraphs: 80
num: 11
paragraphs: 28
3rd year
num: 82
paragraphs: 27
num: 99
paragraphs: 78
num: 125
paragraphs: 34
num: 15
paragraphs: 05
4th year
num: 112
paragraphs: 97
num: 130
paragraphs: 47
num: 156
paragraphs: 03
num: 18
paragraphs: 79
Page
num: 74
paragraphs: 53
num: 92
paragraphs: 02
num: 117
paragraphs: 58
num: 5
paragraphs: 64
Provided that:
Porters
who commence employment at 19 years of age shall start at the 2nd year rate.
Porters
who commence employment at 20 years of age shall start at the 3rd year rate.
Porters
who commence employment at 21 years of age or over shall be paid the full rate.
Section III
Persons appointed to the following posts by management shall be paid a differential over the standard rate as indicated:—
Minimum Differentials.
From 21st September, 1999
From 1st May, 2000
Per Week
Per Week
£
£
Head Cook:
num: 26
paragraphs: 44
num: 26
paragraphs: 70
2nd Head Cook
num: 16
paragraphs: 55
num: 16
paragraphs: 72
Head Waiter/Waitress:
num: 21
paragraphs: 10
num: 21
paragraphs: 31
2nd Head Waiter/Waitress
num: 15
paragraphs: 17
num: 15
paragraphs: 32
Head Porter:
num: 21
paragraphs: 10
num: 21
paragraphs: 31
2nd Head Porter
num: 15
paragraphs: 17
num: 15
paragraphs: 32
Head House Assistant:
num: 20
paragraphs: 23
num: 20
paragraphs: 43
2nd Head House Assistant
num: 13
paragraphs: 49
num: 13
paragraphs: 62
Head Barman/Barmaid:
num: 19
paragraphs: 12
num: 19
paragraphs: 31
2nd Head Barman/Barmaid
num: 13
paragraphs: 43
num: 13
paragraphs: 56
NOTES:
In calculating the statutory minimum rate of remuneration applicable to any of the workers specified in Sections I or II of this Part, the following provisions shall apply:—
num: 1
paragraphs: A worker who has completed a full-time hotel training course of six months' duration, under the auspices of CERT or a Vocational Education Committee shall, on commencement of employment, be placed on the appropriate second year scale.
num: 2
paragraphs: A worker who has completed a full-time training course of two years' duration, under the auspices of CERT or a Vocational Education Committee shall, on commencement of employment, be placed on the appropriate third year scale.
num: 3
paragraphs: In any hotel where only junior staff of any of the following categories are employed — waiting, cooking and bar staff, house assistants and porter — the following provisions shall apply:—
(a) where four juniors are employed, one of the four shall be placed on the next higher scale.
(b) for each additional three juniors employed, one additional junior shall be placed on the next higher scale.
num: 4
paragraphs: In any hotel where none of the cooking staff is on full rate, one of the cooks shall be paid a rate one year in excess of the highest prevailing rate of any of the cooking staff.
num: 5
paragraphs: In the case of temporary staff employed in seasonal hotels, the season, or that part of the season during which the hotel is open, shall count as a full year for the purpose of calculating the appropriate rate of pay applicable the following season.
PART III
STATUTORY CONDITIONS OF EMPLOYMENT
Section I—Normal Working Hours
num: 1
paragraphs: During the season the normal working fortnight shall be any 10 days.
num: 2
paragraphs: During the off-season the normal working fortnight shall be 10 days, calculated on the basis of alternate Sundays off.
The “Season” means the period commencing on the Sunday before Easter Sunday and ending on the last Sunday in September.
num: 3
paragraphs: The normal number of hours for workers aged 18 years and over in any fortnight shall be 78 hours.
num: 4
paragraphs: Hours of Work for Young People
(i) Young persons aged 14 and 15 may only be employed on holiday work (maximum of 35 hours per week and 7 hours per day) or on work experience (maximum of 40 hours per week and 8 hours per day). The normal number of hours for young persons aged 14 and 15 on holiday work shall be 70 hours in any fortnight, but must not exceed 35 hours per week and 7 hours per day, and for young persons on work experience shall be 78 hours in any fortnight, but must not exceed 40 hours per week and 8 hours per day.
(ii) The normal number of hours for young persons aged 16 or 17 shall be 78 hours in any fortnight but must not exceed 40 hours in any week and 8 hours per day.
Section II—Holidays
num: 1
paragraphs: All employees are entitled to paid annual leave in accordance with the provisions of the Organisation of Working Time Act, 1997 , which include:
(a) 4 working weeks in a leave year in which the employee works at least 1,365 hours (unless it is a leave year in which he or she changes employment),
(b) 1/3 of a working week for each month in the leave year in which he or she works at least 117 hours, or
(c) 8% of the hours an employee works in a leave year (but subject to a maximum of four working weeks).
num: 2
paragraphs: Entitlement in respect of Public Holidays will be in accordance with the provisions of the Organisation of Working Time Act, 1997 .
num: 3
paragraphs: Six weeks' notice of intention to allow annual leave shall be given by employers to their workers.
num: 4
paragraphs: Where a worker has worked on any Public Holidays throughout the year, the days off in lieu may be taken consecutively and added to the worker's annual leave.
Section III—Other Conditions of Employment
Overtime Rates:
num: 1
paragraphs: Overtime shall be paid for at the rate of time-and-a-half. Overtime rates shall be calculated by reference to the hourly rate, which shall be the appropriate weekly rate “without Board or Lodging” divided by the declared normal number of hours worked per week.
num: 2
paragraphs: A worker rostered to work night duty, which is not overtime, shall be compensated by the payment of an allowance equivalent to 20% of his basic pay.
num: 3
paragraphs: Sunday Work:
(i) Work performed on Sunday, which forms part of the 78 hour rostered fortnight, shall be paid for at double time. The extra pay which is additional to normal pay will be based on the appropriate rate without Board or Lodging.
(ii) When an employee works a full day on a Sunday which is in addition to the 78 hour rostered fortnight he/she shall receive two additional days' pay based on the rate without Board or Lodging and pro rata for part days.
num: 4
paragraphs: Finishing Time*
(i) Workers shall be entitled each week throughout the year to either one early finishing night at 7.00 p.m. or two at 8.30 p.m.
(ii) Workers under 16 years of age shall not be required to work before 8.00 a.m. or after 8.00 p.m.
(iii) In general, 16 and 17 year olds cannot work between the hours of 10 p.m. and 6 a.m., except where the Minister is satisfied that special circumstances exist and the day in question is not the day before a schoolday, in which case they may not work between the hours of 11 p.m. and 7 a.m.
num: 5
paragraphs: Spreadover Duty
This issue is covered by the Organisation of Working Time Act, 1997 . Compensatory rest allowances will be applied in accordance with that Act.
num: 6
paragraphs: Breaks*
(i) Workers under 16 years of age must have the following rest breaks:
after each 4 hours:
half-hour
in each period of 24 hours:
14 consecutive hours
in any period of 7 days:
2 days off**
(ii) Workers over 16 and under 18 years of age must have the following rest breaks:—
after 4 and a half hours:
half-hour
in each period of 24 hours:
12 consecutive hours
in any period of 7 days:
2 days off**
(iii) No adult worker shall be required to work continuously for more than 4 and a half hours without a break of at least 15 minutes, or for more than 6 hours without a break of at least 30 minutes.
num: 7
paragraphs: Certificate of Service
Each worker shall be entitled to receive from his employer on termination of his employment a certificate of service showing the period for which he was employed and the standing of his employment at the date of termination.
GIVEN under the Official Seal of the Labour Court, this 10th day of September, 1999.
(Signed) FINBARR FLOOD,
Chairman.
EXPLANATORY NOTE.
(This note is not part of the Instrument and does not purport to be a legal interpretation.)
This Instrument fixes statutory minimum rates of pay and regulates statutory conditions of employment as from 21st September, 1999 for workers employed in an hotel undertaking anywhere throughout the State except the County Borough of Cork and the areas known, until 1st January, 1994, as the County Borough of Dublin and the Borough of DÃºn Laoghaire. It is made by the Labour Court on the recommendation of the Hotels Joint Labour Committee.
Note: Enquiries should be directed to The Secretary, Joint Labour Committees, The Labour Court, Tom Johnson House, Haddington Road, Dublin 4 (Phone 01-6136666, Extension Nos. 6639, 6640 and 6641. “Lo-call” number (if calling from outside (01) area) 1890 220 228).
* Full Board is defined as an entitlement to meals in the hotel on a seven day week basis. No compensatory payments are due for not availing of this entitlement, with the exception of statutory entitlements.
**(a) This rate is for a cook/chef who has completed 4 years' training and has passed a CERT qualifying examination.
(b) This rate is for a trained cook/chef who does not hold a certificate but over a period of time has moved up to a grade A cook.
* Full Board is defined as an entitlement to meals in the hotel on a seven day week basis. No compensatory payments are due for not availing of this entitlement, with the exception of statutory entitlements.
**(a) This rate is for a cook/chef who has completed 4 years' training and has passed a CERT qualifying examination.
(b) This rate is for a trained cook/chef who does not hold a certificate but over a period of time has moved up to a grade A cook.
* Full Board is defined as an entitlement to meals in the hotel on a seven day week basis. No compensatory payments are due for not availing of this entitlement, with the exception of statutory entitlements.
** This top rate applies to a worker able and willing, as required, to perform the general work of an hotel not covered in the other job descriptions herein, as part of normal duties.
** This top rate applies to a worker able and willing, as required, to perform the general work of an hotel not covered in the other job descriptions herein, as part of normal duties.
** This top rate applies to a worker able and willing, as required, to perform the general work of an hotel not covered in the other job descriptions herein, as part of normal duties.
* Full Board is defined as an entitlement to meals in the hotel on a seven day week basis. No compensatory payments are due for not availing of this entitlement, with the exception of statutory entitlements.
** This top rate applies to a worker able and willing, as required, to perform the general work of an hotel not covered in the other job descriptions herein, as part of normal duties.
** This top rate applies to a worker able and willing, as required, to perform the general work of an hotel not covered in the other job descriptions herein, as part of normal duties.
** This top rate applies to a worker able and willing, as required, to perform the general work of an hotel not covered in the other job descriptions herein, as part of normal duties.
* Full Board is defined as an entitlement to meals in the hotel on a seven day week basis. No compensatory payments are due for not availing of this entitlement, with the exception of statutory entitlements.
**Guaranteed Gratuities means the minimum sum to be received by a worker from this source in each full week; where the worker receives less than this sum directly, the employer shall make good the deficiency.
*Full Board is defined as an entitlement to meals in the hotel on a seven day week basis. No compensatory payments are due for not availing of this entitlement, with the exception of statutory entitlements.
**Guaranteed Gratuities means the minimum sum to be received by a worker from this source in each full week; where the worker receives less than this sum directly, the employer shall make good the deficiency.
* Full Board is defined as an entitlement to meals in the hotel on a seven day week basis. No compensatory payments are due for not availing of this entitlement, with the exception of statutory entitlements.
** This top rate applies to a worker able and willing, as required, to perform the general work of an hotel not covered in the other job descriptions herein, as part of normal duties.
* Full Board is defined as an entitlement to meals in the hotel on a seven day week basis. No compensatory payments are due for not availing of this entitlement, with the exception of statutory entitlements.
** This top rate applies to a worker able and willing, as required, to perform the general work of an hotel not covered in the other job descriptions herein, as part of normal duties.
* Provisions 4(ii) and 4(iii) above may be modified in relation to the employment of close relatives in a family business.
* Provisions 6(i) and 6(ii) above may be modified in relation to the employment of close relatives in a family business.
** As far as practicable, the days off are to be consecutive.
** As far as practicable, the days off are to be consecutive.