Every employer has a certain legal obligation under the employment law in Ireland. Any failure on one’s part can lead to legal consequences, including penalties, fines and unsolicited legal action. If you are thinking that keeping yourselfup-to-date with the latest developments is allabout compliance, you are wrong. Sometimes, new rights are a harbinger of opportunities. Plus, employers can build trust and engagement among employees by keeping a tab on new additions/ amendments to employment law.
Given the gravity of the situation, employmentlaw solicitors in Cork have put together the top five critical changes in Ireland’s employment law over the last few months. Glance through each to manage risks better and avoid potential legal disputes or claims.
Employment Law Updates as Outlinedby Solicitors in Cork City
Here’s a roundup of the keydevelopments:
- Gender Pay Gap Reporting
As declared by the authorities, certain employers must publish necessary information on the gender pay gap within their organisation. Momentarily, it applies to enterprises running their businesses with a strength of 250 employees or over. The same threshold is likely to drop to 150 employees by 2024. In 2025, this is expected to plummet to a count of 50 heads.
- Pensions Auto-Enrolment
Employers need not create a separate pension scheme moving forward. With the pensions auto-enrolment system taking shape, the workforce shall automatically get enrolled for a workplace pension scheme under the guidance of employers. This year will be all about planning the scheme. The implementation will be effective in 2024. The fund shall have employers, the State and employees contributing a certain percentage or amount and this shall increase over the first 10 years on a phased-in basis.
- Statutory Sick Pay (SSP)
Employers are entitled to provide employees with a minimum of three days of paid sick leaves. It has already been effective from 1 January 2023 and is likely to shoot up to 10 days over the next 4 years. The valuation of such sick pay is 70% of the employee’s wage. However, they can claim a maximum of €110. Whether you, as an employer, already provide sick pay to your employees or plan to initiate the process, making sure that the records are maintained from 1 January 2023 is necessary.
- Whistleblowing
Of the many changes to employment law, one has been in Irish whistle blowing legislation. Proper amendments have been made to enforce the EU Whistle-blowing Directive to extend whistle-blower protection. It has already taken effect from 1 January 2023 and now covers volunteers, applicants for employment and shareholders in companies belonging to the private sector that are operating with a workforce of over 250
employees.
On the contrary, employers working with 50-249 employees can enjoy a leeway until 17 December 2023. However, the legislation encourages them to start planning from now onwards. Another major change to the Irish whistleblowing legislation is that employees are not required to link detrimental treatment with a protected disclosure. Employers must demonstrate the same.
To know more about the changes within this Irish legislation, you, as a worker, can always contactyour employee law solicitors in Cork and learn about it in detail.
- Tips and Gratuities
The rules governing the payment oftips, gratuities and service charges have changed with effect from 1 December 2022. Now, these must be distributed fairly to employees when paid electronically, be it through debit or credit card. If impacted, employers must reassess their present procedure.
Wrapping up:
It is evident from the discussion that the Irish employment law is constantly developing to better regulate the relationship shared between employers and employees. Amendments are occurring in several segments to ensure fair pay and benefits to employees, saving them from the exploitation of employers. The fair and balanced working environment that many organisations are currently enjoying is mostly due to the strong legal framework existing in Ireland. Therefore, we all must embrace the new changes and implement them into our work environment for better functioning of our organisations.
