Alan Farrell (Dublin Fingal, Fine Gael)
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56. To ask the Minister for Enterprise, Trade and Employment to provide an update on his Department’s efforts to increase employee protections during collective redundancies; and if he will make a statement on the matter. [30492/24]

Emer Higgins (Dublin Mid West, Fine Gael)
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The Protection of Employment Act 1977, as amended, protects employees facing collective redundancies. The Act requires employers considering collective redundancies to consult with employees’ representatives for at least 30 days and to notify the Minister for Enterprise, Trade and Employment at least 30 days before any redundancy takes effect.

I have recently introduced a number of legislative changes to increase the protection of employees who face collective redundancies, through the Employment (Collective Redundancies and Miscellaneous Provisions) and Companies (Amendment) Act 2024. The Act commenced on 1 July 2024.

Since the commencement of the Act, all employees facing collective redundancies can now seek redress from the Workplace Relations Commission (WRC) if they are made redundant before the expiry of the 30-day period following notification to the Minister.

Employees facing collective redundancies arising from their employer's insolvency also now receive further protections. These include requiring the liquidator or similar appointee to comply with the employer's obligations under the Act. Collective redundancies caused by the employer's insolvency must now also be notified to the Minister. This means all collective redundancies are subject to a 30-day notification period before they take effect, including where the employer is insolvent. The Companies Act 2014 has also been amended to improve the quality and circulation of information to employees as creditors as well as ensuring remedies for transactional avoidance are more accessible to creditors.

On foot of the Act's commencement, I recently signed new Regulations (S.I. 324 of 2024) setting out what information is required in a notification of proposed collective redundancies. These Regulations also took effect on 1 July 2024.

I have also introduced changes to assist employers in complying with their obligations under the Act.

Since July, employers can notify the Minister of proposed collective redundancies by electronic means, as well as by registered post or hand delivery.

My Department has also published an optional template form to help ensure that all information required is provided in a collective redundancy notification. This form (Form CRN1) is available on my Department's website at

Finally, my Department aims to publish an updated Information Handbook on the rights and remedies available to employees facing a collective redundancy situation in the coming weeks. The Information Handbook was first published in 2021 and provides clear, accessible information to employees. The updated Information Handbook will reflect the above legislative developments.