Part-time or full-time, the core protections are the same. Knowing the name of a right is not enough: you need to spot when it is missing, and know who can help if talking to your employer does not fix it.

In this lesson you will test three workplace judgment calls, label a sample statement of terms, and build an Employment Rights Checklist you keep in Strand 1.2 of your Digital Portfolio.

Three workplace calls. For each one, pick what you would actually do, not what sounds best in a textbook. Honest judgment matters more than a polished answer. You will meet the same ideas again in the statement of terms and in your checklist.

Watch for three anchors as you go: the minimum wage (the legal floor on pay), a contract or written statement of terms, and the Workplace Relations Commission (the State body for rights information and complaints).

Read the sample statement of terms from a fictional retailer. Label the phrases that protect pay, paperwork, time off, equal treatment, notice, and the route to the Workplace Relations Commission.

When the class is ready, reveal the model labels and note where you differed. Differences are useful: they show which rights you still read past.

Build your Employment Rights Checklist here, then save a clean copy in your Strand 1.2 Digital Portfolio folder under the filename Employment Rights Checklist. This is raw material you can reuse when placements, payslips, and young-worker rules land later in the strand (and as evidence toward Portfolio in Action work).

Under each right heading, write one realistic situation that protection would cover. Use the Harbour View terms and the starter case notes as raw material. Invent no euro rates; name the protection and the situation.

Rights to cover (one situation each): minimum wage; written contract / statement of terms; payslip; rest breaks during working hours; leave from work; equal treatment (part-time and full-time); minimum notice periods; fair process around dismissal or redundancy.

Finish with three lines in the portfolio document: what the Workplace Relations Commission is for, when you would try to fix a problem inside the workplace first, and when you would seek WRC information.

Today you worked three concrete moves on universal employment protections.

• You judged three workplace scenarios (late rota for a 16-year-old, missing payslip, Saturday staff denied a public-holiday arrangement) before checking any formal document.
• You labelled a sample statement of terms for pay, paperwork, breaks and leave, equal treatment, notice and fair dismissal, and the WRC route.
• You built your Employment Rights Checklist: each right matched to a realistic situation it protects, plus a short note on when the WRC becomes relevant.

Keep the checklist in Strand 1.2 of your Digital Portfolio. You will need it when young-worker rules, payslips, and real placements arrive later in the strand.