The GDPR issue with regard not being allowed to ask, learn or disclose vaccination status of employees is particularly awkward and almost conflicts with the safety, health and welfare act. But the pandemic has thrown up some confusing and difficult situations and it is no different when it comes to workplace relations and employment law.
To avail of Enhanced Illness Benefit, depending on your circumstances, the Department of Social Protection will accept: 1. Confirmation from the HSE that you have
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.
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