People who work in a firm on a contract basis usually underestimate their rights, according to barrister Ms Marguerite Bolger.

All employees, including those on contracts, are covered by health and safety and equality legislation. Contract employees have no statutory right to sick pay, but neither do full-time employees, says Ms Bolger. It is up to the employer whether such a provision is written into the contract, she says.

While contract employees are entitled to redundancy payments, employers don't have to give any minimum notice if they are not going to renew the contract.

Minimum notice is implied within the contract itself in other words the employee signing is aware of when the contract is scheduled to end, says Ms Bolger.

However, contract employees are covered by the Unfair Dismissals Act during the term of their contract. They are also entitled to paid holiday time which is based on the length of the contract.

The Unfair Dismissals Act only applies to people who have worked with a company for longer than a year, either on contract or on a permanent basis, says Ms Bolger. In a case where somebody is never permanently employed, but has a six-month contract constantly renewed, they would be covered by the Act, she says.

People who work in a company, but on a self-employed basis, are regarded as supplying a service. A contract they sign with an employer is regarded as a contract only to supply that service.

If the employer decides he or she does not require the service any more, the only option available to that person is to take an action saying the contract was breached in some way.