Employment Permit Holders to be Allowed Switch Employers
On 4 October 2022, the Employment Permits Bill 2022 was officially released. According to the Department of Enterprise, Trade and Employment, the primary objective of this Bill is to enhance the adaptability of the permit system to Ireland’s changing labour market. This Bill aims to streamline the existing legislation by incorporating the previous Employment Permits Acts (2003, 2006, and 2014) into a single unified law, simplifying the application process for all parties involved. Additionally, this Bill introduces two new permit categories: one for contractors employed by non-Irish based employers and a seasonal employment permit tailored to those working in seasonal industries.
The Employment Permits Bill 2022 has been approved by both Houses of the Oireachtas and has just last week, been signed into law by the President. While the main aim of the Bill is to combine and modernise existing employment permits legislation, it also encompasses several important amendments such as:
- Allowing employment permit holders to switch Employers after a period of nine months has elapsed
- Eliminating the requirement to advertise positions in local and national newspapers for the purpose of the Labour Market Needs Test
- Introducing a new seasonal employment permit
- Transferring the operational aspects of the employment permits system from primary to secondary legislation to enable more flexible adjustments as per the demands of the labour market.
Gender Pay Gap Reporting Applies To Organisations with 150 Employees
The Gender Pay Gap Information Act 2021 was signed into law on 13th July 2021.The Act amends the Employment Equality Acts 1998 to 2015 in the form of the Employment Equality Act 1998 (Section 20A) (Gender Pay Gap Information) Regulations 2022 (the “Regulations”).
In Ireland, 2022 marked the inaugural year of Gender Pay Gap Reporting. Organisations that had seen a growth in their workforce since the previous year, and surpass the threshold of 250+ Employees, were required to prepare a Gender Pay Gap Report for the first time in 2023 as mandated by the Gender Pay Gap Act 2021.
Last month companies with 150+ Employees were required to select their snapshot date for Gender Pay Gap Reporting, and these companies must submit their first report by December 2024.
Parent’s Leave To Increase from Seven to Nine Week
The Parent’s Leave & Benefit Act 2019 provides for leave to those relevant parents eligible under the Act.
Parent’s Leave Benefit is a payment for people in employment who meet the eligibility criteria to allow them to take time off work to care for their child.
- This leave may be taken any time in the first 24 months after they were born.
- Parent’s Leave Benefit leave must be taken in minimum blocks of at least one week.
- These weeks can be combined up to a maximum of seven weeks depending on their circumstances.
- You must apply for Parent’s Benefit within six months of taking your Parent’s leave.
From August 2024:
- Parent’s Leave & Benefit will increase from 7 weeks to 9 weeks for children born or adopted after 1 August 2024.
- The additional two weeks of Parent’s Leave applies to children who are under the age of 2 in August 2024, or adoptive children who have been placed with their parents for less than two years in August 2024.
Actions For Organisations to take:
- Update future employment contracts
- Update Organisation handbook and policy documents
- Notify all Employees on update in legislation
Adare can Help
Our team of Employment Law and Human Resource experts can be your HR partners and guide you through compliance, ensuring your business knows its obligations, staying protected and informed. Reach out to us at (01) 561 3594 or info@adarehrm.ie for support tailored to your needs. Learn more about our services at www.adarehrm.ie.