Paul Gavan (Sinn Fein) | Oireachtas source

I welcome the Minister. On behalf of Sinn Féin I want to say that in the round we welcome this Bill. The process of applying for jobs can be a gruelling and protracted one. At the very least, those setting out on this journey deserve to be able to see in advance what pay is being offered. Equally, existing workers deserve to see the pay being offered to new recruits within the sector. This Bill achieves both of these aims while also levelling the playing field for companies that already provide this level of transparency on pay. The Bill is therefore a very practical and welcome step towards transparency.

However, it is also a vital tool in addressing the wide range of pay gaps that can exist. While companies are currently required to report any gender pay gaps that might exist within their organisation, this is only one part of the picture and many other pay gaps can, and do, exist. An ESRI report in January of this year showed that workers from eastern Europe are paid as much as 40% less than their Irish counterparts. To put it another way, for every euro an Irish worker makes, their migrant colleague undertaking the exact same work earns 78 cent. This pay discrepancy is particularly prevalent in lower paid and manual professions. Bills such as this are an effective step in ensuring far more transparency and effective enforcement of equal pay for all.

However, I have concerns with regard to the limited scope of the Bill. My concern specifically relates to the fact that these provisions will, somewhat arbitrarily it seems, only apply to organisations of 50 or more employees. This is despite the fact that compliance places no additional reporting or administrative burden on employers. We cannot create a situation where a person's ability to ensure freedom from pay discrimination is dependent upon the size of their employer's business. We are a country of small and micro businesses. In 2016 micro enterprises accounted for 92% of all enterprises. To be truly effective and not mere lip service, this Bill should apply to all businesses. However, our duty to employees does not end when they sign their contract of employment. It is vital we ensure there is considered and effective legislation in place to protect them throughout their employment also.

In that regard, I would like to take a moment to discuss developments in the Work Life Balance and Miscellaneous Provisions Bill 2022 reported in the media this weekend. It is vital to address the shocking flaw in this Bill which would allow victims hoping to take much-needed leave face pay cuts. Women's Aid, the National Women's Council of Ireland, Men's Aid and trade unions have all been clear in their opposition to this proposal. It not only flies in the face of international best practice but has the potential to put victims at increased risk by alerting their abuser to their leave. Therefore, I would like to welcome reports in the media this weekend that the Government will now table amendments to the Bill. I, along with my colleagues in Sinn Féin, will carefully study the Government amendments to ensure that they address these flaws. This leave could make a massive difference to victims as they seek help and it is vital that we get this right.

Bills such as this one are an important milestone in implementing a fairer system for all. However, I again stress that it is important we also ensure that we have effective legislation in place to protect employees once they are in the workplace. Domestic violence leave is a vital part of this protection and it is crucial that we get this right tomorrow.