Full Course Details
Date: Tuesday, November 7th 2023
Time: 10.00am – 1.00pm
CPD: 3 CPD Hours
Method of Delivery: Online
Fee: €325
Webinar Overview
2022 saw a myriad of workplace and employment law developments introduced by the government including gender pay pay gap reporting and whistle blowing legislation and this year is set to continue with multiple proposals for reform in the pipeline including requirements on employers to deal with flexible and remote work requests and the introduction of a national living wage by 2026.
This two hour webinar will outline all recent developments in 2023 that both employers and employees should be aware of regarding current employment legislation and protection in the workplace and how it applies to them including the following
Statutory Sick Pay – Sick Leave Act 2022
This came into force on 1st January 2023 with the scheme being rolled out over the next four years.
From 1 January 2023, eligible employees are entitled to statutory sick pay (SSP), bringing Ireland in line with most other European countries.
The entitlement will start at three days’ paid sick leave in 2023, rising incrementally to five days in 2024, seven days in 2025 and eventually 10 days in 2026.
Whistleblowing and Protected Disclosures – Protected Disclosures (Amendment) Act 2022
Changes were recently made to Irish whistleblowing legislation to fully implement the EU Whistleblowing Directive.
These changes, which took effect from 1 January 2023, broaden and enhance the scope of existing whistleblowers’ protection.
Gender Pay Gap Reporting – Gender Pay Gap Information Act 2021
From December 2022, relevant employers are required to publish specified information about the gender pay gap between men and women within their organisation.
Remote and flexible work – Work Life Balance and Miscellaneous Provisions Bill (2022)
Published at the end of 2022, this Bill will transpose the EU Work Life Balance Directive into Irish law and provide additional statutory entitlements to parents and carers in support of a better work life balance.
Key changes include
- The introduction of five days unpaid leave per year to provide care or support to certain categories of people.
- A right for parents and carers to request flexible working arrangements for caring purposes.
- The extension of the current entitlement to breastfeeding breaks under the Maternity Protection Acts from six months to two years.
- Paid leave for the victims of domestic violence
Tailored Training
All of our open programmes can also be run on an in-house basis. For more information, see our page on In-House Training.
