You're employed by Blue Saffron Unlimited T/A DGR ("the Company"). Your rate of pay varies by client assignment but will always meet the statutory minimum wage, and you'll be told your rate before each assignment starts.

Pay is weekly in arrears by credit transfer, to a valid Irish bank account in your name, based on submitted and approved timesheets. Sunday premiums are agreed with the client case-by-case. Any deductions (equipment, uniforms, transport, PPE deposits etc.) you've agreed to are taken from payroll weekly.

Hours follow the Organisation of Working Time Act 1997 and are measured by timesheet. You're entitled to 11 hours daily rest, one 24-hour rest period per week, and rest breaks (15 minutes after 4.5 hours worked, 30 minutes after 6 hours) — all recorded on your timesheet.

If you can't attend an assignment, tell the Company at least one hour before your start time. Statutory sick pay applies once you have 13 weeks' continuous service, with a medical certificate required from day one of illness.

The holiday year runs 1 January to 31 December. Entitlement is calculated based on hours worked, in line with the Organisation of Working Time Act. Public holiday benefit (a paid day off, extra leave, extra pay, or a paid day within a month) applies once you meet the qualifying hours.

You must attend a site-specific safety induction on every site you work, and follow all client Health & Safety instructions. You must not be under the influence of an intoxicant at work, and may be required to submit to reasonable, proportionate testing. CCTV may be used to monitor conduct, and mobile phone use while on duty requires supervisor permission.

You (and any bags, locker, or vehicle) may be searched on request while on client premises — this is a condition of the assignment.

Any client business information you access during an assignment is confidential and remains the client's property — you must not disclose or use it for your own benefit. Your personal data (PPSN, bank details, DOB, next-of-kin contact) is held to administer your contract and is not shared externally without consent, except where legally required or where a service provider (e.g. payroll) is acting on the Company's behalf.

Concerns should first be raised informally with your assigned Consultant, or formally in writing to the Recruitment Director if needed. The disciplinary procedure (verbal warning → written warning → final written warning → dismissal) applies fairly, with a right to be accompanied and a right to appeal — except in cases of gross misconduct, which can result in dismissal without notice.

The Company can end an assignment at any time without notice or liability, reflecting the nature of temporary work. If you wish to leave, at least 4 weeks' written notice is required, though both sides can agree to waive this.