Auto-Enrolment Scheme to Begin on 30th September 2025
Minister for Social Protection, Heather Humphreys TD has confirmed in an interview with RTÉ that the new auto-enrolment pension scheme will begin on 30 September 2025.
This statement clarifies the recent uncertainty around when the Government would launch the auto-enrolment retirement savings scheme.
Further details of the auto-enrolment scheme was announced in Tuesday’s Budget following which Linea Members will receive a full update on all the significant employment-related measures.
The Department of Social Protection has published an updated FAQ document to help both Employers and Employees to prepare for the implementation of the auto-enrolment scheme. To read through the FAQ, click through here.
Menopause in the Workplace: Practical Supports for Employees
October 18th is World Menopause Day and from an Employer’s perspective, this annual event serves as an opportune moment to consider the effectiveness of any workplace supports for Employees experiencing menopause symptoms.
According to the last Census figures, there are over 650,000 menopausal and perimenopausal women in Ireland aged 45-64, with 64% of those women participating in the workforce. The number of women in the workforce has also been increasing since the last Census in 2022 according to recent CSO figures.
The experience of this large portion of the workforce is therefore one that Organisations are taking more time to recognise. Menopause is a natural stage in a woman’s life, and supportive workplace practices not only assist with achieving compliance with a range of employment and health and safety laws, but they also contribute to the wellbeing and productivity of Employees who are going through this transition.
Menopause: Facts & Figures
Menopause typically occurs in women between the ages of 45 and 55 when a woman’s period stops. Every woman’s experience of menopause is individual but what is certain is that physical, cognitive and emotional symptoms can prove challenging in the workplace. This is borne out by research which has found that:
- 60% of women experiencing menopausal symptoms reported that it had a negative impact on their work.
- Approximately 8% of participants have felt the need to leave their employment due to the effects of menopause.
It is important therefore to create a supportive workplace environment to minimise the risk of losing talented Employees.
Compliance and HR Risks
While there is no specific legal obligation to implement supportive workplace policies and practices in the context of menopause, Employers are obliged to ensure, so far as is reasonably practicable, the safety, health, and welfare of their Employees. Menopause itself is not deemed a workplace hazard under health and safety legislation, but the symptoms of menopause (i.e., brain fog, memory issues, fatigue, stress, anxiety, hot flushes menstrual disruption, etc.) may have implications concerning workplace comfort, performance, and safety. Risk assessments should therefore consider the specific needs and work environment of menopausal workers in particular focusing on access to ventilated and/or temperature-controlled workspaces, toilet facilities and access to cold drinking water.
The Employment Equality Acts also prohibit differences in treatment based on an Employee’s age, gender and/or disability. Disability is widely defined in the employment equality legislation and although it has not been tested in the Irish courts, the UK’s Employment Tribunal has ruled that severe menopause symptoms fall within the equivalent definition of disability under UK equality legislation. It is possible therefore that a comparable claim could be made by an Employee in this jurisdiction on the basis that their Employer did not provide reasonable accommodations as required under the Employment Equality Acts.
Organisations that take no action to support Employees experiencing symptoms of menopause not only expose themselves to legal risks but also operational risks like lower Employee morale, productivity and retention rates.
What a Supportive Workplace Environment Entails
To help support both Employees experiencing symptoms and to educate the wider workforce, the following practical steps can help support menopausal staff and promote a more inclusive and empathic working environment:
Flexible Work Arrangements:
Recognising that menopause symptoms can vary from person to person, Employers could consider offering flexible work arrangements. This could include options such as flexible working hours and/or remote work, which allows menopausal Employees to manage their symptoms more effectively while maintaining their professional commitments.
The Work Environment:
Ensuring that the workplace temperature is regulated or by providing appropriate ventilation supports to make the work environment as comfortable as possible.
Education and Awareness Programs:
Raise awareness of how menopause impacts women in the workplace. Consider educational programs or training, facilitating Employee networks or workshops to enhance a wider understanding of menopause and its potential effects. These steps not only help to destigmatise the subject, but also foster understanding and support among coworkers.
Reviewing and Updating Policies:
Review company handbooks and policies regularly to ensure they are inclusive and sensitive to menopausal Employees. This could entail revising the policy regarding sick leave, reasonable accommodations, and flexible working arrangements. If menopause is explicitly addressed in an Organisation’s policy documents, this, in turn, demonstrates a commitment to recognising and supporting Employees going through this natural phase of life.
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.