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Jersey: Employee rights

Original author: Helen Ruelle, Mourant Ozannes
Updating author: Carla Benest, Mourant Ozannes

See the legal services provided by the authors/consultant editors of XpertHR International > Jersey, including any discounts/offers for subscribers.

Summary

  • There is no general statutory regulation of daily or weekly hours of work, or of overtime. (See Hours of work)
  • Employees have the right to request flexible working. (See Flexible working)
  • Employees may request an updated employment contract that reflects a settled work pattern under certain circumstances. (See Settled work patterns)
  • Employees have a statutory entitlement to an uninterrupted rest break of at least 20 minutes in each continuous working period of no less than six hours, and an uninterrupted weekly rest period of at least 24 hours. (See Rest breaks and rest periods)
  • There is no general legislation prohibiting Sunday working and no particular statutory entitlements for employees who work on a Sunday. (See Sunday work)
  • Employees are entitled to a minimum of three weeks of paid annual leave, and to paid leave in respect of public and bank holidays. (See Holiday and holiday pay)
  • Employees are entitled to a maximum of 52 weeks of parental leave (six of which must be paid). (See Family-friendly rights)
  • Part-time employees have the same employment rights as full-time employees. (See Part-time workers)
  • Employees on fixed-term contracts generally have the same employment rights as employees on open-ended contracts, though subject to some special rules, notably in relation to termination of employment. (See Fixed-term workers)
  • Employees may request an updated employment contract that reflects a settled work pattern under certain circumstances. (See Settled work patterns)
  • Employers have certain obligations towards remote workers. (See Remote workers)
  • There is no specific legislation relating to temporary agency workers. (See Temporary agency workers)
  • In the event of the transfer of a business, the employment contracts of the employees concerned do not automatically transfer to the new owner. (See Transfers of undertakings)
  • In the event of an employer's insolvency, certain pay-related claims of employees are guaranteed by a public insolvency benefit scheme. (See Insolvency of employer)
  • Reservists are protected from detriment or dismissal on grounds of being a member of the reserve forces, and have the right to return to the same or equivalent job following a call-up. (See Reservists' rights)
  • Employees have a statutory right to be represented at grievance or disciplinary hearings. (See Grievance and disciplinary procedures)
  • Data protection legislation applies to the employment relationship. (See Data protection)