FAQ

Rachel XXX will be your dedicated HR Client Services Delivery Manager. She will be regularly on-site and remain your primary point of contact not only throughout the transition, but also beyond. From here on out, Rachel will continue to be your go-to for any HR support or queries relating to LSC.

You will have a dedicated point of contact onsite—Rachel XXX, HR Client Services Delivery Manager—to guide you throughout your transition to LSC, ensuring you always have someone available to address any questions or concerns. Rachel will continue to be regularly onsite beyond the transition and will remain your go-to contact for anything relating to LSC.

Our onboarding process is designed to be simple, straightforward, and stress-free, making it easy for you to transfer.

After the transfer, your dedicated point of contact for all HR-related queries will be Rachel XXX, HR Client Services Delivery Manager. She will continue to be regularly on-site and available to support you with any questions or concerns relating to LSC.

Yes. LSC need to collect documentation from you in order to be in compliance with the Client requirements. You will be asked to complete LSC’s onboarding process, which is conducted entirely online through a dedicated portal. The system is designed to be user-friendly and straightforward, ensuring your transition is as smooth and effortless as possible.

Yes, LSC offers training and development programs to support your career growth. Rachel will discuss this with you in more detail once the transfer is complete.

TUPE stands for Transfer of Undertakings Protection of Employment. It is a process that protects employees’ terms and conditions when a business or undertaking, or part of one, is transferred to a new employer. LSC are using the TUPE process when we transfer your employment to LSC to guarantee you keep the same terms as your existing contract. For more detailed information on TUPE, please click here.

Under TUPE, employees automatically transfer to the new employer with their existing terms and conditions preserved—including pay, holiday entitlement, length of service, and other contractual rights. The new employer inherits these obligations by law. TUPE also ensures that employees are informed and consulted about the transfer, and that any proposed changes or measures are communicated clearly.

TUPE protections apply to:

• Employees working under a contract of employment.
• Apprentices.
• Agency workers, depending on who pays their wages.
• Civil servants and state employees, including members of the Gardaí and Defence Forces.
• Employees of charities and non-profit organisation

Under TUPE, your existing terms and conditions of employment are preserved and will not change due to the transfer.

Yes, your length of service is preserved under TUPE and will be recognised by LSC.

Yes. You need to sign a contract with LSC to legally transfer your employment/services. You will receive a new contract with LSC to officially confirm your employment under the new organisation. This contract will reflect your details and should match your existing terms and conditions, as protected by TUPE.

You can refuse the transfer, but this may be treated as a resignation, and you may forfeit certain rights. Please share your concerns or issues with Rachel LSC’s HR Client Services Delivery Manager.

Your role and responsibilities will remain the same unless changes are discussed and agreed upon post-transfer.

No, these will remain the same as per TUPE regulations.

In LSC the payroll is processed on a monthly basis. You will be paid on the first Friday after the last Sunday of the month. Please click here to find a copy of the salary payments calendar which details on what date each month you will be paid and when your timesheets are due by.

Your accrued leave will be carried over and honored by LSC.

No, you will not lose any accrued leave.

Pre-approved leave will be honored by LSC.

Yes, any unused leave will be paid out in accordance with employment law.

No. TUPE (Transfer of Undertakings – Protection of Employment) applies only to individuals with employee status. As a limited company contractor, you are considered self-employed and therefore not covered by TUPE protections.

Yes. You will be offered a new contract by LSC to formalise your engagement.

No. Your day-to-day role, responsibilities, and working arrangements are expected to remain the same. The change is in who manages your contract—LSC will now be your point of contact and contract holder.

Yes. You will be offered a new contract by LSC to formalise your engagement.

You wil be paid on the 15th every month.

Yes, you can decline the offer to contract with LSC. Since TUPE does not apply to LTD contractors, refusing the transfer does not count as a resignation. However, it means you will no longer be engaged under the new arrangement, and your current assignment may end.