Finish off 2023 on a high note by incorporating the latest updates in employment law.
Statutory Sick Leave policy. The statutory entitlement to sick leave is being rolled out as part of a 4-year plan and was initially set at 3 days per year in 2023, rising incrementally to 10 days by 2026. The entitlement will increase from 3 days to 5 days per year on 1 January 2024; stage 2 of the plan.
Work from anywhere policy. This policy is not something that is defined by law, however I have added it here, as a truly competitive policy, one that is good to have in order to ensure talent retention. From my experience it is important to define the policy, align it with taxation and global mobility policies, define the process and ensure clear communication is done with employees.
Right to Disconnect Policy. The organizational culture and leadership play a crucial role in managing customer expectations regarding responses beyond regular office hours, which may be necessary due to business needs. While the Right to Disconnect Policy should be explicitly mentioned in an employee's terms and conditions or employment contract, it is equally important to consider it in conjunction with other company policies such as Dignity at Work, E-communications, Data Protection, and Confidentiality. Emphasizing the policy during induction is essential. Some workplaces may consider establishing a monitoring committee or assigning responsibility to an HR staff member for effective policy implementation. Regardless, the Policy's efficacy should be reviewed annually in accordance with company practices and, when appropriate, in consultation with relevant trade unions or employee representatives.
Paid Domestic Violence Leave. As of November 27, 2023, employees have a legal right to 5 days of paid domestic violence leave. This entitlement applies without a minimum service requirement and can be utilized whether the employee is directly experiencing domestic violence or providing support to a 'relevant person.' The leave is applicable for ongoing situations or instances that have occurred in the past. If an employee is experiencing domestic violence and require time off for urgent matters related to your situation, such as medical visits, legal proceedings, counselling, seeking alternative accommodation, or accessing domestic violence services, incorporating this leave might be crucial for people who may need to take leave from work.
Unpaid Medical Care Leave. Unpaid leave for medical care was introduced on July 3, 2023. It provides employees with 5 days of unpaid leave if they need to take time off work to address serious medical care for a child or another relevant person, such as a family member. In emergency circumstances, employees are not obligated to provide notice to their employer, though it is advisable if possible. The Work Life Balance and Miscellaneous Provisions Act 2023 governs the law related to leave for medical care. It's important to note that unpaid leave for medical care differs from force majeure leave, which is paid leave designed for urgent family crises.
Working from home. Right to request remote work law is defined by the Work Life Balance and Miscellaneous Provisions Act 2023 was signed into law on 4 April 2023. The sections covering remote working are not yet commenced (or taken effect). Now, have in mind that this is a right to request remote work, not right for remote working.
The Laws Covering Whistleblowing. In Ireland, whistleblowing laws protect individuals who report misconduct within organizations. These laws ensure protection from retaliation, maintain confidentiality, and outline reporting mechanisms. Whistleblowers are shielded from adverse actions, and legal remedies may be available. Specific sectors may have oversight agencies, and employers are prohibited from retaliating against whistleblowers. Ensure you have internal process for raising issues, and proper team to address the issues to. Because once there is litigation it might be too late for damage control, as an organisation may face reputation risk. Additionally, inform your front line leaders about those changes and provide them tools and guidance.
Menopause policy. When creating this policy include training awareness, get guides for leaders on how to approach the conversation about it with their teams. Implementing a menopause policy in the workplace is crucial for fostering a supportive and inclusive environment. Recognizing the natural biological changes associated with menopause, such a policy demonstrates a commitment to employee well-being. By addressing the unique needs of individuals experiencing menopause, organizations can reduce stigma, enhance productivity, and promote open communication. This not only ensures legal compliance but also contributes to higher levels of job satisfaction and retention. A menopause policy serves as a valuable tool for educating the workforce, breaking down stereotypes, and creating a workplace culture that values the health and dignity of all employees, regardless of their life stage.
Gender Indentity policy. Implementing a gender identity policy is crucial for fostering an inclusive workplace. This policy prevents discrimination, ensures legal compliance, and enhances the well-being of employees by recognizing and respecting diverse gender identities. It attracts and retains talent, fosters a positive culture, and provides guidance for managers. Additionally, it serves as an educational tool, breaking down stereotypes and promoting understanding among employees. A gender identity policy is essential for creating a workplace where everyone feels valued and accepted. Also, ****update you current benefits in order to align with gender identity policy.
Dignity at work policy. This policy is not new, however when we see data from WRC, that most of the cases in 2023 were about bullying and harassment it is important to review the policy and ensure employees are aware of it. Proactive approach would be, when informing about Whistleblowing remind people of importance of healthy workplace without bullying and harrassment
Remote Work Policy. This is not new, however, by the end of the year it is crucial to review policy, add what is good to have. Proactive approach is always better.
Ensure the integration of these policies into your organizational framework. Additionally, when introducing new policies and processes, ensure their alignment with regulatory compliance. Should you require assistance, please do not hesitate to contact me. I am available to support you in designing and implementing these organizational changes.
