Remote Working Requests: What Recent WRC Data Means for Employers

Understanding Remote Working Requests in Practice

Recent data from the Workplace Relations Commission (WRC) provides useful insight into how the right to request remote working, introduced in March 2024 under the Work Life Balance and Miscellaneous Provisions Act 2023, is operating in practice.

The legislation requires both employers and employees to follow the WRC’s Code of Practice, which outlines the correct procedure for handling flexible and remote working requests.

While employees can raise complaints with the WRC, it is important to note that the WRC does not assess whether a request should be approved or refused. Instead, it focuses solely on whether the employer followed the correct process.

For many organisations, ensuring compliance with these requirements may involve reviewing internal procedures with support such as HR consultancy services.

What Employers Are Required to Do

When managing a remote working request, employers must demonstrate that they have followed a fair and structured process.

This includes:

• Acknowledging the request
• Giving the request proper consideration
• Responding within the required timeframe
• Providing clear written reasons if the request is refused

Failure to follow these steps can result in a complaint being upheld, regardless of the final decision made.

Employers can strengthen their approach by ensuring policies and procedures are clearly documented, often supported through HR policy and documentation services.

What the WRC Data Shows

To date, 72 complaints have been submitted to the WRC in relation to remote working requests. Of these:

• 42 cases have been closed
• Only 1 complaint has been upheld
• 12 complaints were rejected
• 5 cases were resolved through mediation
• 24 were withdrawn by the employee

The remaining cases are still awaiting a decision or hearing.

These figures suggest that while employees are actively exercising their rights, the likelihood of a successful claim against an employer remains relatively low, provided the correct procedures are followed.

Why Process and Documentation Matter

The key takeaway for employers is clear: process is everything.

Even where a request is refused, employers are unlikely to face issues if they can demonstrate that:

• The request was handled fairly
• All required steps were followed
• A clear and reasonable explanation was provided

Maintaining accurate records throughout the process is critical. Many businesses are now turning to structured solutions such as a centralised HR system
to securely manage employee documentation and ensure consistency.

Legislative Review Underway

A formal review of the remote working legislation is currently in progress.

Under Section 29 of the Act, the Government must assess how the provisions are operating within the first two years of implementation. As part of this process, a public consultation was launched in November 2025 by the Department of Enterprise, Trade and Employment.

The response was significant, with:

• 7,861 submissions from employees
• 320 submissions from employers

The findings from this review may lead to further refinements or updates to the legislation, making it important for employers to stay informed.

Key Takeaways for Employers

• Follow the correct process — this is what the WRC assesses
• Respond on time and provide clear written outcomes
• Keep detailed records of every request and decision
• Ensure policies are up to date and aligned with legislation

Businesses that take a proactive approach to compliance are far better positioned to manage requests effectively and reduce risk.

While the current data shows limited risk for employers, this is largely dependent on following the correct procedures and maintaining proper documentation. For organisations looking to strengthen their processes, exploring HR support services
can help ensure full compliance with current and evolving legislation.