Jim O'Callaghan (Dublin Bay South, Fianna Fail)
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81. To ask the Minister for Enterprise, Trade and Employment the key measures and initiatives taken in relation to the improving of employment rights since July 2020; his assessment of the impact of these measures; and if he will make a statement on the matter. [30298/24]

Emer Higgins (Dublin Mid West, Fine Gael)
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The Government is committed to supporting workers and has a very strong record on strengthening and introducing new workers’ rights.

The European Union Transparent and Predictable Working Conditions Regulations came into effect in Ireland in December 2022. These regulations have ensured that employees are given more detailed information about the important aspects of their jobs. They also limit probationary periods at the start of a job and strengthen employees' rights to seek additional work. Employees now also have the right to mandatory job-related training at no cost, removing barriers to skill development.

December 2022 saw the introduction of The Payment of Wages (Tips and Gratuities) Act, which obliges employers to distribute tips fairly and display prominently their policy on the distribution of tips. This Act assists in providing a more secure financial foundation for workers in the hospitality and service industry. December 2023 saw the introduction of new fines to protect workers tips.

In January 2023, we introduced Statutory Sick Pay entitlement for all workers, providing a crucial safety net to protect workers who become ill. It again underscores our commitment to the welfare and well-being of our workforce. From 1 January 2024 the number of Statutory Sick Leave days increased from 3 to 5.

In February 2023, we introduced a new permanent public holiday established in celebration of St. Brigid’s day. The new public holiday brings the number of public holidays in Ireland to 10.

In April 2023, the Government enacted the Work Life Balance and Miscellaneous Provisions Act. This provides employees the right to request a remote working arrangement from their employer, recognising the changing dynamics of the modern workplace. This right has been in operation since the 6th of March this year, alongside a Code of Practice for remote and flexible working arrangements.

The Employment (Collective Redundancies and Miscellaneous Provisions) and Companies (Amendment) Act 2024 was enacted on the 9th of May 2024 and provides for the establishment of the Employment Law Review Group (ELRG). It is intended to advertise a public call for expressions of interest for membership of the ELRG. This will be open to all interested parties with qualifications and/or professional experience in employment law and/or redundancy law.

The Act also makes targeted improvements to collective redundancy rules by amending the Protection of Employment Act 1977. These changes include increasing liquidators’ notification and consultation obligations where the collective redundancies are due to the employer’s insolvency, providing for additional redress for employees from the WRC where breaches occur and enabling employers to submit collective redundancy notifications electronically.

In March 2024 the Government approved the drafting of the General Scheme for the Employment (Restriction of Certain Mandatory Retirement Ages) Bill .This will deliver a statutory provision which will allow, but in no way compel, an employee to stay in employment until the State Pension Age.

The Government has also announced the introduction of a National Living Wage for employees which will be in place by 2026.

These measures represent this Governments commitment to a fairer and more transparent workplace.