Businesses in Ireland and across the world have been severely impacted by the COVID-19 pandemic. This pandemic affected every area in the business world, and employment law is no exception. As a result, we have summarised potential updates to Irish Employment Law you should be aware of in 2021.

1. THE RIGHT TO DISCONNECT

The right to disconnect is currently a very popular topic in Ireland. The Government has proposed a bill which will provide remote workers with the right to disconnect. Additionally, an Interdepartmental Group has been established focusing on developing a national remote working strategy.

But what does this mean for you and your business?  

The Right to Disconnect Bill aims to provide employees the legal right to ‘switch off’ once their normal working day is finished. This proposal aims to ensure that employees perform their contractual hours as if they were in the workplace and reduce unpaid overtime.

2. THE RIGHT TO REQUEST FLEXIBLE WORKING

Flexible working has become increasingly popular amongst employees. The Irish Government intends to introduce an EU Directive on Work-Life Balance by August 2022.

But how does this impact your business?   

Companies should prepare to receive requests from employees regarding flexible working options. For that reason, you may consider having a policy in place. However, for the moment, this is not mandatory.

This directive will provide employees with the right to request remote working options in addition to flexible working hours. Your business may need to adapt to a new way of working to accommodate same.

3. CESSATION OF THE EWSS

As announced by the Government, the Employment Wage Subsidy Scheme is due to end on 30^th June 2021. This may cause significant financial impacts to many businesses across Ireland. As a result, Employers may need to consider alternative options to reduce their wage bill such as short time, lay-offs or even redundancies.

Learn more about redundancies here.

4. STATUTORY SICK PAY 

Currently, employers are not obliged to provide a sick pay scheme. However, the Government have proposed an introduction of a Statutory Sick Pay Scheme, which could be implemented by the end of 2021.

This means that employers would be required to financially contribute to this scheme, which could be an additional expense for many small and mid-sized businesses across Ireland.

5. HARASSMENT/BULLYING RISKS 

During the COVID-19 pandemic, Employers and employees had to adapt to a new way of working online. As a result, employers must be cognisant that harassment/bullying may also move online. Therefore, you should prepare for situations such as; inappropriate behaviour during video communications, online bulling and other risks of harassment that might occur in the online workplace.

How can you prepare your business for these situations? 

• Ensure your Employee Handbook is up to date.
• Conduct employee training.
• Implement new policies and procedures if necessary.
• Communicate regularly with your workforce.
• Keep abreast of employment law changes.

Unsure of where to start? Book a complimentary consultation filling the form below and let us take care of your HR issues, so you can focus on your business. We support thousands of businesses in Ireland with our Outsourcing Model. Whether you are a small business or a Multinational, we have solutions for your business needs.

We have been in business over 20 years providing HR Solutions to more than 1000 businesses in Ireland. Our HR expertise helps businesses to remain compliant and reduce the risk of future litigation.

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