Richard Bruton (Dublin North Central, Fine Gael)

Recommendations and awards of these institutions may concern either industrial relations or employment rights issues. I will deal with each separately.

The system of industrial relations in Ireland is essentially voluntarist in nature. The State provides a framework and the institutions through which good industrial relations can prosper. It is expected that the parties to a dispute come to the process in good faith and consequently are prepared to give serious consideration to the recommendations made. It should be noted, however, that either party to a dispute may reject such recommendations. I am not aware of an increasing disregard from employers to the recommendations of these institutions. Accordingly, I have no plans to make any changes to alter this voluntarist principle. It has been tried and tested over a long period and has proved robust in dealing with many difficult disputes.

Employment rights awards may be enforced, depending on the legislation, usually by application to the Circuit or District Courts. I would not normally be aware of the enforcement history of a particular award. However, as Minister, I may sometimes make an application to the courts on behalf of a claimant. Through these cases and a recent consultation process I undertook, I am aware of increasing concerns with regard to situations where employers fail or refuse to comply with awards of rights commissioners, the EAT or the Labour Court with regard to awards under employments rights legislation. It is my intention this autumn, in the forthcoming workplace relations Bill, to develop new and more effective ways of enforcing such awards. I have already sought the views of all interested parties as part of the workplace relations reform programme on how to improve this system. I am open to all positive suggestions and advice on the design of a better system.

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