Paul Murphy (Dublin South West, RISE)
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910. To ask the Minister for Employment Affairs and Social Protection the legal and regulatory arrangement in force during the period of the Covid-19 crisis regarding redundancy; the legal and regulatory arrangement to come into force when the Covid-19 crisis comes to an end; and the criteria which will be used to determine when the Covid-19 crisis will end with regard to employment law and redundancy provisions. [7152/20]

Regina Doherty (Meath East, Fine Gael)
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The Redundancy Payments Act 1967 remains in force during the emergency period, apart from one section which is temporarily suspended in certain circumstances.

The provisions of Section 12 of the Act which relates to temporary lay-offs and short-time work were not considered adequate to deal with the current emergency situation. The provisions of Section 12 provide that an employee who has been temporarily laid-off or kept on short-time for four consecutive weeks, or for a series of six weeks within a thirteen week period of which not more than three are consecutive has an entitlement to claim redundancy from their employer.

As a result of Covid-19, there have been immediate and unprecedented volumes of temporary lay-offs and short-time work and there is a very real potential for these situations to become protracted. Under the existing provisions these lay-off and short-time situations could result in a large number of redundancies in a very short period of time. Employers are obliged to pay redundancy entitlements to employees who have been temporarily laid off after the periods of time currently provided for in Section 12.

In the current emergency situation the existing timelines set out in Section 12 of the Act would have serious unintended and detrimental financial impacts on businesses and employees over a short period of time. Significant numbers of redundancies over a short period of time would have an adverse impact on the potential for a business to recover, which in turn would create many insolvency and bankruptcy situations. This will only exacerbate the risk of further job losses. Measures to assist the ongoing attachment between employees and their employer during the crisis is important.

For these reasons emergency legislation has been enacted by way of Section 29 of the Emergency Measures in the Public Interest (Covid-19) Act 2020 to mitigate against the risks to businesses outlined above and to protect for as long as possible the attachment to employment for employees.

The existing provisions of Section 12 have effectively been suspended during the emergency period, from 13^thMarch 2020 to 31^stMay 2020, in respect of an employee who has been laid off or kept on short time due to the effects of measures required to be taken by the employer in order to comply with, or as a consequence of, Government policy to prevent, limit, minimise or slow the spread of infection of Covid-19. The possibility of extending the end date of the emergency period is provided for in legislation and an extension is currently being considered.

In considering whether the end date will be extended, the Government will have regard to the principles which are set out in Section 29 of the Emergency Measures in the Public Interest (Covid-19) Act 2020 and in particular the need to mitigate against the increased risk of insolvencies in the event of mass redundancies over a short period of time resulting in permanent job losses. The Government will also have regard to the Roadmap for re-opening Society and Business.

It is important to note that an employees’ right to claim redundancy after a temporary period of lay off or short-time work has not been removed, rather it has been deferred for a temporary period in this emergency situation. This emergency measure does not impact on the rights of employees who are laid off in ordinary circumstances. All other provisions of the Redundancy Payments Act 1967 Act remain in force.

Paul Murphy (Dublin South West, RISE)
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911. To ask the Minister for Employment Affairs and Social Protection the provisions she will introduce to ensure that financially viable and profitable companies will be prevented from reducing their workforce or changing the terms and conditions of persons that were employees of such companies prior to the Covid-19 crisis when such companies return to normal operations at the end of the Covid-19 crisis. [7153/20]

Regina Doherty (Meath East, Fine Gael)
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The Terms of Employment (Information) Act 1994 provides that an employer must provide its employee with a written statement of the particulars of the employee’s terms of employment. It also provides that an employer must notify the employee of any changes in the particulars given in the statement. The Act provides a right of complaint to the Workplace Relations Commission where an employer fails to comply with either of the above.

While an employer may renegotiate the terms and conditions of the contract of employment with an employee, it may not reduce any term of condition to a level lower than statutory entitlement. It is best practice that any such renegotiation should be undertaken in consultation with the affected employee, and taking a long-term view of the employment relationship.

Where an individual is made redundant under the Unfair Dismissals Act 1977, they can refer a complaint to the Workplace Relations Commission should they feel they have been unfairly selected for redundancy. An adjudicator will review the case-specific facts surrounding the redundancy before arriving at their decision.

I trust this clarifies matters for the Deputy.