Understand public holiday entitlements for full and part-time staff in Ireland. HR Buddy is your trusted HR partner. Contact our team for business HR advice.
The Government has brought the right to request remote working into operation.
The right to request flexible working arrangements for parents and carers has also commenced.
A code of practice for employers and employers, drawn up by the Workplace Relations Commission (WRC), has been approved and published.
A probationary period is a requirement in employment contracts that allows Employers to review new Employees’ suitability throughout the early stages of their employment.
The situation regarding overtime should be set out in the employment contract but, generally, an employee being requested to work overtime and refusing may be guilty of misconduct by virtue of refusing a reasonable request of the employer.
Is the employer obliged to pay the employee?
In general, there is no statutory entitlement for an employee to be paid if they cannot attend work because of extreme weather. Any more beneficial arrangement is a matter for agreement between the employer and the employee.
Employers are encouraged to take a long-term view of the working relationship, recognising that demonstrating concern for the welfare of employees and treating employees fairly translates into a better working environment to the benefit of both the staff and the employer.
Many businesses may have to look at finding for the cost of this somewhere else such as scrapping or cutting back on employee rewards, bonuses or benefits. Indeed, this is already happening in some larger organisations as a way of protection heading into the predicted slowdown or recession.
Employees with long COVID may have a disability, so employers should consider what adjustments to duties, working from home or working hours could help them return to working or the workplace.
Absence during extreme weather events
When an employee cannot attend work because of extreme weather events, is the employer obliged to pay the employee?
In general, there is no statutory entitlement for an employee to be paid if they cannot attend work because of extreme weather. Any more beneficial arrangement is a matter for agreement between the employer and the employee.
However, from an employer’s perspective it is important to remember that an employer can be liable for the conduct of its employees at the party, even when it takes place somewhere other than in the workplace.
There is common mistakes and mishaps that can happen and leave an employer liable. Very often workplaces through caution to the wind with these events but they should have planned and considered because whilst most workplace Christmas parties end up being great fun events, some things can go wrong and when they do they can go badly wrong. So, employers need to plan properly.
The government’s statutory sick pay scheme will be phased in over a four-year period, starting with three days per year in 2022, rising to five days payable in 2023- and seven-days payable in 2024. Employers will eventually cover the cost of 10 sick days per year in 2025.
The PUP will be closed off to new applicants from 1 July,
After 7 September, the PUP will be gradually reduced on a phased basis by €50 a week.
A NEW CODE of conduct aimed to give workers the right to disconnect has been signed into effect from today.
The code of practice comes into effect immediately and applies to all types of employment, whether you are working remotely or not.
The new code of practice on the right to disconnect from work – covering phone calls, emails and switch-off time – is legally admissible.
Employers will face dilemmas never experienced before as attention turns to the Covid-19 vaccination programme. While widespread vaccination of the workforce might be desirable, it