Written answers

Wednesday, 1 October 2025

Department of Enterprise, Trade and Employment

Flexible Work Practices

Photo of Emer CurrieEmer Currie (Dublin West, Fine Gael)
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48. To ask the Minister for Enterprise, Trade and Employment the number of cases that have been taken to the WRC in relation to the right to request remote work, the right to request flexible work, and whether those cases ruled in favour of the employer or the employee since legislation was introduced, with the data broken down by year. [52433/25]

Photo of Alan DillonAlan Dillon (Mayo, Fine Gael)
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A total of 56 cases have been taken to the WRC under the Work Life Balance and Miscellaneous Provisions Act 2023 in the category of the right to request remote work/ the right to request flexible work as of the 26th September 2025.

In 2024, the WRC received a total of 33 complaints, 28 of which have now been closed. 1 complaint was upheld and 10 were rejected. 14 complaints were withdrawn and 3 complaints were resolved by mediation. There are 5 complaints awaiting hearing or decision by an Adjudication Officer.

As of the 26th September 2025, the WRC received a total of 23 complaints in 2025, 4 of which have now been closed.1 complaint was rejected and 2 have been withdrawn. 1 complaint was resolved by mediation. There are 19 complaints awaiting hearing or decision by an Adjudication Officer.

Photo of Emer CurrieEmer Currie (Dublin West, Fine Gael)
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49. To ask the Minister for Enterprise, Trade and Employment for an update on Pillar 3 of the Making Remote Work Strategy, which commits to develop national data on the frequency and incidence of remote work to provide an evidence base for future policy; the data that will be included, and where it is available. [52434/25]

Photo of Peter BurkePeter Burke (Longford-Westmeath, Fine Gael)
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The most recent data from the Central Statistics Office show that in the second quarter of 2025, over 1 million persons reported working from home at least some of the time. Within this, 555,500 persons said that they were “usually” working from home (i.e. more than half of the time). This is down from a peak number of 774,300 persons in 2021. There were 457,600 persons who were “sometimes” working from home (i.e. at least one hour in the reference period), a number that has been increasing – see Tables 1 and 2. This data are available from the CSO’s quarterly labour force survey and can be accessed here: www.cso.ie/en/statistics/labourmarket/labourforcesurveylfs/

Table 1: Employment, classified by working from home, thousands

- 2020 2021 2022 2023 2024 2025
Usually work at home 477.0 774.3 643.0 547.6 553.6 555.5
Sometimes work at home 253.8 178.4 279.4 360.5 399.3 457.6
Never work at home 1,428.0 1,419.0 1,672.6 1,767.9 1,794.1 1,795.6
Not stated 0.0 10.5 6.3 6.8 7.2 9.3
Total 2,161.3 2,382.2 2,601.2 2,682.7 2,754.2 2,818.1
Note: CSO Labour Force Survey, data taken from quarter 2 in each year.

Table 2: Employment, classified by working from home, %

- 2020 2021 2022 2023 2024 2025
Usually work at home 22.1 32.5 24.7 20.4 20.1 19.7
Sometimes work at home 11.7 7.5 10.7 13.4 14.5 16.2
Never work at home 66.1 59.6 64.3 65.9 65.1 63.7
Not stated 0.0 0.4 0.2 0.3 0.3 0.3
Total 100.0 100.0 100.0 100.0 100.0 100.0
Note: CSO Labour Force Survey, data taken from quarter 2 in each year.

A regional breakdown is also available for the same classifications of employment by remote working status – see Tables 3, 4 and 5. Table 3 shows employment for persons “usually” working at home with Table 4 reporting those “sometimes” working at home. In respect of the former, Dublin unsurprisingly dominates with 39% of workers in this category. For the latter, a similar ratio applies with 38% of workers “sometimes” working at home in Dublin. In Table 5, a breakdown of those persons who “never” work from home is shown. Of the 1.8 million persons who never work from home, a quarter were in Dublin.

Table 3: Employment - usually working at home – by region, thousands

- 2020 2021 2022 2023 2024 2025
Border 30.5 44.4 36.5 30.0 26.8 27.1
Dublin 172.0 318.3 265.4 212.4 216.7 214.4
Mid-East 60.4 108.2 88.5 79.5 81.2 82.7
Midland 22.2 38.1 33.1 29.5 23.7 26.8
Mid-West 43.1 60.5 46.5 38.9 42.2 43.2
South-East 40.4 50.9 44.7 35.1 43.7 40.1
South-West 69.0 93 80.3 76.2 74.2 75.1
West 39.4 60.9 48.1 45.9 45.1 46.1
Total 477.0 774.3 643.0 547.6 553.6 555.5
Note: CSO Labour Force Survey, data taken from quarter 2 in each year.

Table 4: Employment - sometimes working at home - by region, thousands

- 2020 2021 2022 2023 2024 2025
Border 9.9 14.2 17.3 17.9 23.7 24.8
Dublin 102.1 52.3 90.4 126.0 156.1 173.9
Mid-East 42.0 26.9 42.6 55.4 58.4 68.5
Midland 9.4 10.8 15.1 19.5 20.3 15.2
Mid-West 19.1 18.2 24.9 29.0 35.2 49.8
South-East 18.1 17.6 24.4 28.4 23.5 25.8
South-West 31.4 24.7 40.3 51.8 54.6 64.7
West 21.7 13.8 24.5 32.4 27.5 34.9
Total 253.8 178.4 279.4 360.5 399.3 457.6
Note: CSO Labour Force Survey, data taken from quarter 2 in each year

Table 5: Employment – never working at home - by region, thousands

- 2020 2021 2022 2023 2024 2025
Border 115.4 127.4 144.5 155.4 158.6 162.8
Dublin 386.3 343.8 423.2 466.7 460.1 451.3
Mid-East 213.7 207.7 248.4 264.3 264.5 252.2
Midland 97.5 92.5 111.1 110.3 115.4 115.9
Mid-West 142.8 152.4 180.2 186.9 189.1 181.7
South-East 120.2 129.5 146.6 156.1 160.2 173.0
South-West 212.3 216.0 251.1 252.8 266.9 271.1
West 139.8 149.8 167.6 175.4 179.3 187.7
Total 1,428.0 1,419.0 1,672.6 1,767.9 1,794.1 1,795.6
Note: CSO Labour Force Survey, data taken from quarter 2 in each year

The Government continues to monitor the impacts of new ways of working. For example, the Department of Enterprise, Tourism and Employment is co-funding to the Working in Ireland Survey which is being carried out by University College Dublin. This is the second iteration of the Survey, first undertaken in 2021, and aims to interview several thousand persons across Ireland about their experiences of working life - including remote working. This work is underway with the main outputs from the survey expected in 2026.

In addition, the Department of Taoiseach has requested that the National Economic and Social Council (NESC) undertake research into the Evolution and Impact of Remote and Hybrid Working in Ireland. A working group has been established to oversee the research, which is expected be completed by mid-2026.

There has been a significant long-term shift in attitudes to remote and hybrid working, and flexible working arrangements more broadly, amongst both employers and workers since the pandemic. Acceptance of remote, hybrid and flexible working is high, and the evidence suggests that remote working is here to stay.

Programme for Government 2025, Securing Ireland’s Future, re-affirms this commitment to promoting flexible working arrangements that benefit both workers and employers. Development and delivery of the National Remote Strategy was overseen by the Remote Work Interdepartmental Group, based in my Department.

The Government's commitment to promoting remote work is also evident through initiatives like the National Hub Network, facilitated by Connected Hubs. This initiative plays a vital role in supporting the National Remote Work Strategy by providing accessible, well-equipped remote working spaces throughout Ireland. With 393 hubs across the country, and plans to expand to 400 by the end of 2025, Connected Hubs is helping to build vibrant local economies, revitalising communities and offering diverse services to remote workers, SMEs, and start-ups. These hubs are essential in enhancing labour market participation and promoting sustainable, flexible work options in line with Government policy.

The Connected Hubs network is a key driver in Ireland’s push to support remote work and regional development. Aligned with policies like Our Rural Future and the forthcoming National Hub Strategy, the initiative empowers individuals to work remotely while staying rooted in their communities. Hubs provide essential infrastructure and services, from co-working spaces and conference facilities to specialist resources like podcast studios and maker spaces. Beyond workspace provision, they offer vital business supports such as mentoring, start-up accelerators, and sector-specific programmes. By promoting innovation and collaboration, Connected Hubs is shaping the future of work while contributing to balanced regional growth and sustainable development across Ireland.

Photo of Emer CurrieEmer Currie (Dublin West, Fine Gael)
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50. To ask the Minister for Enterprise, Trade and Employment whether under Pillar 3 of the Making Remote Work Strategy, which commits to developing national data on the frequency and incidence of remote work, if the data is collected on counties where remote workers are located and therefore benefit from the practise of remote work. [52435/25]

Photo of Peter BurkePeter Burke (Longford-Westmeath, Fine Gael)
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The most recent data from the Central Statistics Office show that in the second quarter of 2025, over 1 million persons reported working from home at least some of the time. Within this, 555,500 persons said that they were “usually” working from home (i.e. more than half of the time). This is down from a peak number of 774,300 persons in 2021. There were 457,600 persons who were “sometimes” working from home (i.e. at least one hour in the reference period), a number that has been increasing – see Tables 1 and 2. This data are available from the CSO’s quarterly labour force survey and can be accessed here: www.cso.ie/en/statistics/labourmarket/labourforcesurveylfs/

Table 1: Employment, classified by working from home, thousands

- 2020 2021 2022 2023 2024 2025
Usually work at home 477.0 774.3 643.0 547.6 553.6 555.5
Sometimes work at home 253.8 178.4 279.4 360.5 399.3 457.6
Never work at home 1,428.0 1,419.0 1,672.6 1,767.9 1,794.1 1,795.6
Not stated 0.0 10.5 6.3 6.8 7.2 9.3
Total 2,161.3 2,382.2 2,601.2 2,682.7 2,754.2 2,818.1

Note: CSO Labour Force Survey, data taken from quarter 2 in each year.

Table 2: Employment, classified by working from home, %

2020 2021 2022 2023 2024 2025
Usually work at home 22.1 32.5 24.7 20.4 20.1 19.7
Sometimes work at home 11.7 7.5 10.7 13.4 14.5 16.2
Never work at home 66.1 59.6 64.3 65.9 65.1 63.7
Not stated 0.0 0.4 0.2 0.3 0.3 0.3
Total 100.0 100.0 100.0 100.0 100.0 100.0
Note: CSO Labour Force Survey, data taken from quarter 2 in each year.

A regional breakdown is also available for the same classifications of employment by remote working status – see Tables 3, 4 and 5. Table 3 shows employment for persons “usually” working at home with Table 4 reporting those “sometimes” working at home. In respect of the former, Dublin unsurprisingly dominates with 39% of workers in this category. For the latter, a similar ratio applies with 38% of workers “sometimes” working at home in Dublin. In Table 5, a breakdown of those persons who “never” work from home is shown. Of the 1.8 million persons who never work from home, a quarter were in Dublin.

Table 3: Employment - usually working at home – by region, thousands

- 2020 2021 2022 2023 2024 2025
Border 30.5 44.4 36.5 30.0 26.8 27.1
Dublin 172.0 318.3 265.4 212.4 216.7 214.4
Mid-East 60.4 108.2 88.5 79.5 81.2 82.7
Midland 22.2 38.1 33.1 29.5 23.7 26.8
Mid-West 43.1 60.5 46.5 38.9 42.2 43.2
South-East 40.4 50.9 44.7 35.1 43.7 40.1
South-West 69.0 93 80.3 76.2 74.2 75.1
West 39.4 60.9 48.1 45.9 45.1 46.1
Total 477.0 774.3 643.0 547.6 553.6 555.5
Note: CSO Labour Force Survey, data taken from quarter 2 in each year.

Table 4: Employment - sometimes working at home - by region, thousands

- 2020 2021 2022 2023 2024 2025
Border 9.9 14.2 17.3 17.9 23.7 24.8
Dublin 102.1 52.3 90.4 126.0 156.1 173.9
Mid-East 42.0 26.9 42.6 55.4 58.4 68.5
Midland 9.4 10.8 15.1 19.5 20.3 15.2
Mid-West 19.1 18.2 24.9 29.0 35.2 49.8
South-East 18.1 17.6 24.4 28.4 23.5 25.8
South-West 31.4 24.7 40.3 51.8 54.6 64.7
West 21.7 13.8 24.5 32.4 27.5 34.9
Total 253.8 178.4 279.4 360.5 399.3 457.6
Note: CSO Labour Force Survey, data taken from quarter 2 in each year

Table 5: Employment – never working at home - by region, thousands

- 2020 2021 2022 2023 2024 2025
Border 115.4 127.4 144.5 155.4 158.6 162.8
Dublin 386.3 343.8 423.2 466.7 460.1 451.3
Mid-East 213.7 207.7 248.4 264.3 264.5 252.2
Midland 97.5 92.5 111.1 110.3 115.4 115.9
Mid-West 142.8 152.4 180.2 186.9 189.1 181.7
South-East 120.2 129.5 146.6 156.1 160.2 173.0
South-West 212.3 216.0 251.1 252.8 266.9 271.1
West 139.8 149.8 167.6 175.4 179.3 187.7
Total 1,428.0 1,419.0 1,672.6 1,767.9 1,794.1 1,795.6
Note: CSO Labour Force Survey, data taken from quarter 2 in each year

The Government continues to monitor the impacts of new ways of working. For example, the Department of Enterprise, Tourism and Employment is co-funding to the Working in Ireland Survey which is being carried out by University College Dublin. This is the second iteration of the Survey, first undertaken in 2021, and aims to interview several thousand persons across Ireland about their experiences of working life - including remote working. This work is underway with the main outputs from the survey expected in 2026.

In addition, the Department of Taoiseach has requested that the National Economic and Social Council (NESC) undertake research into the Evolution and Impact of Remote and Hybrid Working in Ireland. A working group has been established to oversee the research, which is expected be completed by mid-2026.

There has been a significant long-term shift in attitudes to remote and hybrid working, and flexible working arrangements more broadly, amongst both employers and workers since the pandemic. Acceptance of remote, hybrid and flexible working is high, and the evidence suggests that remote working is here to stay.

Programme for Government 2025, Securing Ireland’s Future, re-affirms this commitment to promoting flexible working arrangements that benefit both workers and employers. Development and delivery of the National Remote Strategy was overseen by the Remote Work Interdepartmental Group, based in my Department.

The Government's commitment to promoting remote work is also evident through initiatives like the National Hub Network, facilitated by Connected Hubs. This initiative plays a vital role in supporting the National Remote Work Strategy by providing accessible, well-equipped remote working spaces throughout Ireland. With 393 hubs across the country, and plans to expand to 400 by the end of 2025, Connected Hubs is helping to build vibrant local economies, revitalising communities and offering diverse services to remote workers, SMEs, and start-ups. These hubs are essential in enhancing labour market participation and promoting sustainable, flexible work options in line with Government policy.

The Connected Hubs network is a key driver in Ireland’s push to support remote work and regional development. Aligned with policies like Our Rural Future and the forthcoming National Hub Strategy, the initiative empowers individuals to work remotely while staying rooted in their communities. Hubs provide essential infrastructure and services, from co-working spaces and conference facilities to specialist resources like podcast studios and maker spaces. Beyond workspace provision, they offer vital business supports such as mentoring, start-up accelerators, and sector-specific programmes. By promoting innovation and collaboration, Connected Hubs is shaping the future of work while contributing to balanced regional growth and sustainable development across Ireland.

Photo of Emer CurrieEmer Currie (Dublin West, Fine Gael)
Link to this: Individually | In context

51. To ask the Minister for Enterprise, Trade and Employment whether under Pillar 3 of the Making Remote Work Strategy, which commits to developing national data on the frequency and incidence of remote work, includes the percentage of remote workers per county. [52436/25]

Photo of Peter BurkePeter Burke (Longford-Westmeath, Fine Gael)
Link to this: Individually | In context

The most recent data from the Central Statistics Office show that in the second quarter of 2025, over 1 million persons reported working from home at least some of the time. Within this, 555,500 persons said that they were “usually” working from home (i.e. more than half of the time). This is down from a peak number of 774,300 persons in 2021. There were 457,600 persons who were “sometimes” working from home (i.e. at least one hour in the reference period), a number that has been increasing – see Tables 1 and 2. This data are available from the CSO’s quarterly labour force survey and can be accessed here: www.cso.ie/en/statistics/labourmarket/labourforcesurveylfs/

A regional breakdown is also available for the same classifications of employment by remote working status – see Tables 3, 4 and 5. Table 3 shows employment for persons “usually” working at home with Table 4 reporting those “sometimes” working at home. In respect of the former, Dublin unsurprisingly dominates with 39% of workers in this category. For the latter, a similar ratio applies with 38% of workers “sometimes” working at home in Dublin. In Table 5, a breakdown of those persons who “never” work from home is shown. Of the 1.8 million persons who never work from home, a quarter were in Dublin.

The Government continues to monitor the impacts of new ways of working. For example, the Department of Enterprise, Tourism and Employment is co-funding to the Working in Ireland Survey which is being carried out by University College Dublin. This is the second iteration of the Survey, first undertaken in 2021, and aims to interview several thousand persons across Ireland about their experiences of working life - including remote working. This work is underway with the main outputs from the survey expected in 2026.

In addition, the Department of Taoiseach has requested that the National Economic and Social Council (NESC) undertake research into the Evolution and Impact of Remote and Hybrid Working in Ireland. A working group has been established to oversee the research, which is expected be completed by mid-2026.

There has been a significant long-term shift in attitudes to remote and hybrid working, and flexible working arrangements more broadly, amongst both employers and workers since the pandemic. Acceptance of remote, hybrid and flexible working is high, and the evidence suggests that remote working is here to stay.

Programme for Government 2025, Securing Ireland’s Future, re-affirms this commitment to promoting flexible working arrangements that benefit both workers and employers. Development and delivery of the National Remote Strategy was overseen by the Remote Work Interdepartmental Group, based in my Department.

The Government's commitment to promoting remote work is also evident through initiatives like the National Hub Network, facilitated by Connected Hubs. This initiative plays a vital role in supporting the National Remote Work Strategy by providing accessible, well-equipped remote working spaces throughout Ireland. With 393 hubs across the country, and plans to expand to 400 by the end of 2025, Connected Hubs is helping to build vibrant local economies, revitalising communities and offering diverse services to remote workers, SMEs, and start-ups. These hubs are essential in enhancing labour market participation and promoting sustainable, flexible work options in line with Government policy.

The Connected Hubs network is a key driver in Ireland’s push to support remote work and regional development. Aligned with policies like Our Rural Future and the forthcoming National Hub Strategy, the initiative empowers individuals to work remotely while staying rooted in their communities. Hubs provide essential infrastructure and services, from co-working spaces and conference facilities to specialist resources like podcast studios and maker spaces. Beyond workspace provision, they offer vital business supports such as mentoring, start-up accelerators, and sector-specific programmes. By promoting innovation and collaboration, Connected Hubs is shaping the future of work while contributing to balanced regional growth and sustainable development across Ireland.

Photo of Emer CurrieEmer Currie (Dublin West, Fine Gael)
Link to this: Individually | In context

52. To ask the Minister for Enterprise, Trade and Employment whether under pillar 3 of the Making Remote Work Strategy, which commits to developing national data on the frequency and incidence of remote work, any data is collected on remote working prevalence by county. [52437/25]

Photo of Peter BurkePeter Burke (Longford-Westmeath, Fine Gael)
Link to this: Individually | In context

The most recent data from the Central Statistics Office show that in the second quarter of 2025, over 1 million persons reported working from home at least some of the time. Within this, 555,500 persons said that they were “usually” working from home (i.e. more than half of the time). This is down from a peak number of 774,300 persons in 2021. There were 457,600 persons who were “sometimes” working from home (i.e. at least one hour in the reference period), a number that has been increasing – see Tables 1 and 2. This data are available from the CSO’s quarterly labour force survey and can be accessed here: www.cso.ie/en/statistics/labourmarket/labourforcesurveylfs/

Table 1: Employment, classified by working from home, thousands

- 2020 2021 2022 2023 2024 2025
Usually work at home 477.0 774.3 643.0 547.6 553.6 555.5
Sometimes work at home 253.8 178.4 279.4 360.5 399.3 457.6
Never work at home 1,428.0 1,419.0 1,672.6 1,767.9 1,794.1 1,795.6
Not stated 0.0 10.5 6.3 6.8 7.2 9.3
Total 2,161.3 2,382.2 2,601.2 2,682.7 2,754.2 2,818.1
Note: CSO Labour Force Survey, data taken from quarter 2 in each year.

Table 2: Employment, classified by working from home, %

- 2020 2021 2022 2023 2024 2025
Usually work at home 22.1 32.5 24.7 20.4 20.1 19.7
Sometimes work at home 11.7 7.5 10.7 13.4 14.5 16.2
Never work at home 66.1 59.6 64.3 65.9 65.1 63.7
Not stated 0.0 0.4 0.2 0.3 0.3 0.3
Total 100.0 100.0 100.0 100.0 100.0 100.0
Note: CSO Labour Force Survey, data taken from quarter 2 in each year.

A regional breakdown is also available for the same classifications of employment by remote working status – see Tables 3, 4 and 5. Table 3 shows employment for persons “usually” working at home with Table 4 reporting those “sometimes” working at home. In respect of the former, Dublin unsurprisingly dominates with 39% of workers in this category. For the latter, a similar ratio applies with 38% of workers “sometimes” working at home in Dublin. In Table 5, a breakdown of those persons who “never” work from home is shown. Of the 1.8 million persons who never work from home, a quarter were in Dublin.

Table 3: Employment - usually working at home – by region, thousands

- 2020 2021 2022 2023 2024 2025
Border 30.5 44.4 36.5 30.0 26.8 27.1
Dublin 172.0 318.3 265.4 212.4 216.7 214.4
Mid-East 60.4 108.2 88.5 79.5 81.2 82.7
Midland 22.2 38.1 33.1 29.5 23.7 26.8
Mid-West 43.1 60.5 46.5 38.9 42.2 43.2
South-East 40.4 50.9 44.7 35.1 43.7 40.1
South-West 69.0 93 80.3 76.2 74.2 75.1
West 39.4 60.9 48.1 45.9 45.1 46.1
Total 477.0 774.3 643.0 547.6 553.6 555.5
Note: CSO Labour Force Survey, data taken from quarter 2 in each year.

Table 4: Employment - sometimes working at home - by region, thousands

- 2020 2021 2022 2023 2024 2025
Border 9.9 14.2 17.3 17.9 23.7 24.8
Dublin 102.1 52.3 90.4 126.0 156.1 173.9
Mid-East 42.0 26.9 42.6 55.4 58.4 68.5
Midland 9.4 10.8 15.1 19.5 20.3 15.2
Mid-West 19.1 18.2 24.9 29.0 35.2 49.8
South-East 18.1 17.6 24.4 28.4 23.5 25.8
South-West 31.4 24.7 40.3 51.8 54.6 64.7
West 21.7 13.8 24.5 32.4 27.5 34.9
Total 253.8 178.4 279.4 360.5 399.3 457.6
Note: CSO Labour Force Survey, data taken from quarter 2 in each year

Table 5: Employment – never working at home - by region, thousands

- 2020 2021 2022 2023 2024 2025
Border 115.4 127.4 144.5 155.4 158.6 162.8
Dublin 386.3 343.8 423.2 466.7 460.1 451.3
Mid-East 213.7 207.7 248.4 264.3 264.5 252.2
Midland 97.5 92.5 111.1 110.3 115.4 115.9
Mid-West 142.8 152.4 180.2 186.9 189.1 181.7
South-East 120.2 129.5 146.6 156.1 160.2 173.0
South-West 212.3 216.0 251.1 252.8 266.9 271.1
West 139.8 149.8 167.6 175.4 179.3 187.7
Total 1,428.0 1,419.0 1,672.6 1,767.9 1,794.1 1,795.6
Note: CSO Labour Force Survey, data taken from quarter 2 in each year

The Government continues to monitor the impacts of new ways of working. For example, the Department of Enterprise, Tourism and Employment is co-funding to the Working in Ireland Survey which is being carried out by University College Dublin. This is the second iteration of the Survey, first undertaken in 2021, and aims to interview several thousand persons across Ireland about their experiences of working life - including remote working. This work is underway with the main outputs from the survey expected in 2026.

In addition, the Department of Taoiseach has requested that the National Economic and Social Council (NESC) undertake research into the Evolution and Impact of Remote and Hybrid Working in Ireland. A working group has been established to oversee the research, which is expected be completed by mid-2026.

There has been a significant long-term shift in attitudes to remote and hybrid working, and flexible working arrangements more broadly, amongst both employers and workers since the pandemic. Acceptance of remote, hybrid and flexible working is high, and the evidence suggests that remote working is here to stay.

Programme for Government 2025, Securing Ireland’s Future, re-affirms this commitment to promoting flexible working arrangements that benefit both workers and employers. Development and delivery of the National Remote Strategy was overseen by the Remote Work Interdepartmental Group, based in my Department.

The Government's commitment to promoting remote work is also evident through initiatives like the National Hub Network, facilitated by Connected Hubs. This initiative plays a vital role in supporting the National Remote Work Strategy by providing accessible, well-equipped remote working spaces throughout Ireland. With 393 hubs across the country, and plans to expand to 400 by the end of 2025, Connected Hubs is helping to build vibrant local economies, revitalising communities and offering diverse services to remote workers, SMEs, and start-ups. These hubs are essential in enhancing labour market participation and promoting sustainable, flexible work options in line with Government policy.

The Connected Hubs network is a key driver in Ireland’s push to support remote work and regional development. Aligned with policies like Our Rural Future and the forthcoming National Hub Strategy, the initiative empowers individuals to work remotely while staying rooted in their communities. Hubs provide essential infrastructure and services, from co-working spaces and conference facilities to specialist resources like podcast studios and maker spaces. Beyond workspace provision, they offer vital business supports such as mentoring, start-up accelerators, and sector-specific programmes. By promoting innovation and collaboration, Connected Hubs is shaping the future of work while contributing to balanced regional growth and sustainable development across Ireland.

Photo of Emer CurrieEmer Currie (Dublin West, Fine Gael)
Link to this: Individually | In context

53. To ask the Minister for Enterprise, Trade and Employment whether under pillar 3 of the Making Remote Work Strategy, which commits to developing national data on the frequency and incidence of remote work, any data is collected on the salaries of remote workers. [52438/25]

Photo of Peter BurkePeter Burke (Longford-Westmeath, Fine Gael)
Link to this: Individually | In context

The most recent data from the Central Statistics Office show that in the second quarter of 2025, over 1 million persons reported working from home at least some of the time. Within this, 555,500 persons said that they were “usually” working from home (i.e. more than half of the time). This is down from a peak number of 774,300 persons in 2021. There were 457,600 persons who were “sometimes” working from home (i.e. at least one hour in the reference period), a number that has been increasing – see Tables 1 and 2. This data are available from the CSO’s quarterly labour force survey and can be accessed here: www.cso.ie/en/statistics/labourmarket/labourforcesurveylfs/

Table 1: Employment, classified by working from home, thousands

- 2020 2021 2022 2023 2024 2025
Usually work at home 477.0 774.3 643.0 547.6 553.6 555.5
Sometimes work at home 253.8 178.4 279.4 360.5 399.3 457.6
Never work at home 1,428.0 1,419.0 1,672.6 1,767.9 1,794.1 1,795.6
Not stated 0.0 10.5 6.3 6.8 7.2 9.3
Total 2,161.3 2,382.2 2,601.2 2,682.7 2,754.2 2,818.1
Note: CSO Labour Force Survey, data taken from quarter 2 in each year.

Table 2: Employment, classified by working from home, %

- 2020 2021 2022 2023 2024 2025
Usually work at home 22.1 32.5 24.7 20.4 20.1 19.7
Sometimes work at home 11.7 7.5 10.7 13.4 14.5 16.2
Never work at home 66.1 59.6 64.3 65.9 65.1 63.7
Not stated 0.0 0.4 0.2 0.3 0.3 0.3
Total 100.0 100.0 100.0 100.0 100.0 100.0
Note: CSO Labour Force Survey, data taken from quarter 2 in each year.

A regional breakdown is also available for the same classifications of employment by remote working status – see Tables 3, 4 and 5. Table 3 shows employment for persons “usually” working at home with Table 4 reporting those “sometimes” working at home. In respect of the former, Dublin unsurprisingly dominates with 39% of workers in this category. For the latter, a similar ratio applies with 38% of workers “sometimes” working at home in Dublin. In Table 5, a breakdown of those persons who “never” work from home is shown. Of the 1.8 million persons who never work from home, a quarter were in Dublin.

Table 3: Employment - usually working at home – by region, thousands

- 2020 2021 2022 2023 2024 2025
Border 30.5 44.4 36.5 30.0 26.8 27.1
Dublin 172.0 318.3 265.4 212.4 216.7 214.4
Mid-East 60.4 108.2 88.5 79.5 81.2 82.7
Midland 22.2 38.1 33.1 29.5 23.7 26.8
Mid-West 43.1 60.5 46.5 38.9 42.2 43.2
South-East 40.4 50.9 44.7 35.1 43.7 40.1
South-West 69.0 93 80.3 76.2 74.2 75.1
West 39.4 60.9 48.1 45.9 45.1 46.1
Total 477.0 774.3 643.0 547.6 553.6 555.5
Note: CSO Labour Force Survey, data taken from quarter 2 in each year.

Table 4: Employment - sometimes working at home - by region, thousands

- 2020 2021 2022 2023 2024 2025
Border 9.9 14.2 17.3 17.9 23.7 24.8
Dublin 102.1 52.3 90.4 126.0 156.1 173.9
Mid-East 42.0 26.9 42.6 55.4 58.4 68.5
Midland 9.4 10.8 15.1 19.5 20.3 15.2
Mid-West 19.1 18.2 24.9 29.0 35.2 49.8
South-East 18.1 17.6 24.4 28.4 23.5 25.8
South-West 31.4 24.7 40.3 51.8 54.6 64.7
West 21.7 13.8 24.5 32.4 27.5 34.9
Total 253.8 178.4 279.4 360.5 399.3 457.6
Note: CSO Labour Force Survey, data taken from quarter 2 in each year

Table 5: Employment – never working at home - by region, thousands

- 2020 2021 2022 2023 2024 2025
Border 115.4 127.4 144.5 155.4 158.6 162.8
Dublin 386.3 343.8 423.2 466.7 460.1 451.3
Mid-East 213.7 207.7 248.4 264.3 264.5 252.2
Midland 97.5 92.5 111.1 110.3 115.4 115.9
Mid-West 142.8 152.4 180.2 186.9 189.1 181.7
South-East 120.2 129.5 146.6 156.1 160.2 173.0
South-West 212.3 216.0 251.1 252.8 266.9 271.1
West 139.8 149.8 167.6 175.4 179.3 187.7
Total 1,428.0 1,419.0 1,672.6 1,767.9 1,794.1 1,795.6
Note: CSO Labour Force Survey, data taken from quarter 2 in each year

The Government continues to monitor the impacts of new ways of working. For example, the Department of Enterprise, Tourism and Employment is co-funding to the Working in Ireland Survey which is being carried out by University College Dublin. This is the second iteration of the Survey, first undertaken in 2021, and aims to interview several thousand persons across Ireland about their experiences of working life - including remote working. This work is underway with the main outputs from the survey expected in 2026.

In addition, the Department of Taoiseach has requested that the National Economic and Social Council (NESC) undertake research into the Evolution and Impact of Remote and Hybrid Working in Ireland. A working group has been established to oversee the research, which is expected be completed by mid-2026.

There has been a significant long-term shift in attitudes to remote and hybrid working, and flexible working arrangements more broadly, amongst both employers and workers since the pandemic. Acceptance of remote, hybrid and flexible working is high, and the evidence suggests that remote working is here to stay.

Programme for Government 2025, Securing Ireland’s Future, re-affirms this commitment to promoting flexible working arrangements that benefit both workers and employers. Development and delivery of the National Remote Strategy was overseen by the Remote Work Interdepartmental Group, based in my Department.

The Government's commitment to promoting remote work is also evident through initiatives like the National Hub Network, facilitated by Connected Hubs. This initiative plays a vital role in supporting the National Remote Work Strategy by providing accessible, well-equipped remote working spaces throughout Ireland. With 393 hubs across the country, and plans to expand to 400 by the end of 2025, Connected Hubs is helping to build vibrant local economies, revitalising communities and offering diverse services to remote workers, SMEs, and start-ups. These hubs are essential in enhancing labour market participation and promoting sustainable, flexible work options in line with Government policy.

The Connected Hubs network is a key driver in Ireland’s push to support remote work and regional development. Aligned with policies like Our Rural Future and the forthcoming National Hub Strategy, the initiative empowers individuals to work remotely while staying rooted in their communities. Hubs provide essential infrastructure and services, from co-working spaces and conference facilities to specialist resources like podcast studios and maker spaces. Beyond workspace provision, they offer vital business supports such as mentoring, start-up accelerators, and sector-specific programmes. By promoting innovation and collaboration, Connected Hubs is shaping the future of work while contributing to balanced regional growth and sustainable development across Ireland.

Photo of Emer CurrieEmer Currie (Dublin West, Fine Gael)
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54. To ask the Minister for Enterprise, Trade and Employment whether under pillar 3 of the Making Remote Work Strategy, which commits to developing national data on the frequency and incidence of remote work, any data is collected on the salaries of remote workers per county. [52439/25]

Photo of Peter BurkePeter Burke (Longford-Westmeath, Fine Gael)
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The most recent data from the Central Statistics Office show that in the second quarter of 2025, over 1 million persons reported working from home at least some of the time. Within this, 555,500 persons said that they were “usually” working from home (i.e. more than half of the time). This is down from a peak number of 774,300 persons in 2021. There were 457,600 persons who were “sometimes” working from home (i.e. at least one hour in the reference period), a number that has been increasing – see Tables 1 and 2. This data are available from the CSO’s quarterly labour force survey and can be accessed here: www.cso.ie/en/statistics/labour

Table 1: Employment, classified by working from home, thousands

- 2020 2021 2022 2023 2024 2025
Usually work at home 477.0 774.3 643.0 547.6 553.6 555.5
Sometimes work at home 253.8 178.4 279.4 360.5 399.3 457.6
Never work at home 1,428.0 1,419.0 1,672.6 1,767.9 1,794.1 1,795.6
Not stated 0.0 10.5 6.3 6.8 7.2 9.3
Total 2,161.3 2,382.2 2,601.2 2,682.7 2,754.2 2,818.1
Note: CSO Labour Force Survey, data taken from quarter 2 in each year.

Table 2: Employment, classified by working from home, %

- 2020 2021 2022 2023 2024 2025
Usually work at home 22.1 32.5 24.7 20.4 20.1 19.7
Sometimes work at home 11.7 7.5 10.7 13.4 14.5 16.2
Never work at home 66.1 59.6 64.3 65.9 65.1 63.7
Not stated 0.0 0.4 0.2 0.3 0.3 0.3
Total 100.0 100.0 100.0 100.0 100.0 100.0
Note: CSO Labour Force Survey, data taken from quarter 2 in each year.

A regional breakdown is also available for the same classifications of employment by remote working status – see Tables 3, 4 and 5. Table 3 shows employment for persons “usually” working at home with Table 4 reporting those “sometimes” working at home. In respect of the former, Dublin unsurprisingly dominates with 39% of workers in this category. For the latter, a similar ratio applies with 38% of workers “sometimes” working at home in Dublin. In Table 5, a breakdown of those persons who “never” work from home is shown. Of the 1.8 million persons who never work from home, a quarter were in Dublin.

Table 3: Employment - usually working at home – by region, thousands

- 2020 2021 2022 2023 2024 2025
Border 30.5 44.4 36.5 30.0 26.8 27.1
Dublin 172.0 318.3 265.4 212.4 216.7 214.4
Mid-East 60.4 108.2 88.5 79.5 81.2 82.7
Midland 22.2 38.1 33.1 29.5 23.7 26.8
Mid-West 43.1 60.5 46.5 38.9 42.2 43.2
South-East 40.4 50.9 44.7 35.1 43.7 40.1
South-West 69.0 93 80.3 76.2 74.2 75.1
West 39.4 60.9 48.1 45.9 45.1 46.1
Total 477.0 774.3 643.0 547.6 553.6 555.5
Note: CSO Labour Force Survey, data taken from quarter 2 in each year.

Table 4: Employment - sometimes working at home - by region, thousands

- 2020 2021 2022 2023 2024 2025
Border 9.9 14.2 17.3 17.9 23.7 24.8
Dublin 102.1 52.3 90.4 126.0 156.1 173.9
Mid-East 42.0 26.9 42.6 55.4 58.4 68.5
Midland 9.4 10.8 15.1 19.5 20.3 15.2
Mid-West 19.1 18.2 24.9 29.0 35.2 49.8
South-East 18.1 17.6 24.4 28.4 23.5 25.8
South-West 31.4 24.7 40.3 51.8 54.6 64.7
West 21.7 13.8 24.5 32.4 27.5 34.9
Total 253.8 178.4 279.4 360.5 399.3 457.6
Note: CSO Labour Force Survey, data taken from quarter 2 in each year

Table 5: Employment – never working at home - by region, thousands

- 2020 2021 2022 2023 2024 2025
Border 115.4 127.4 144.5 155.4 158.6 162.8
Dublin 386.3 343.8 423.2 466.7 460.1 451.3
Mid-East 213.7 207.7 248.4 264.3 264.5 252.2
Midland 97.5 92.5 111.1 110.3 115.4 115.9
Mid-West 142.8 152.4 180.2 186.9 189.1 181.7
South-East 120.2 129.5 146.6 156.1 160.2 173.0
South-West 212.3 216.0 251.1 252.8 266.9 271.1
West 139.8 149.8 167.6 175.4 179.3 187.7
Total 1,428.0 1,419.0 1,672.6 1,767.9 1,794.1 1,795.6
Note: CSO Labour Force Survey, data taken from quarter 2 in each year

The Government continues to monitor the impacts of new ways of working. For example, the Department of Enterprise, Tourism and Employment is co-funding to the Working in Ireland Survey which is being carried out by University College Dublin. This is the second iteration of the Survey, first undertaken in 2021, and aims to interview several thousand persons across Ireland about their experiences of working life - including remote working. This work is underway with the main outputs from the survey expected in 2026.

In addition, the Department of Taoiseach has requested that the National Economic and Social Council (NESC) undertake research into the Evolution and Impact of Remote and Hybrid Working in Ireland. A working group has been established to oversee the research, which is expected be completed by mid-2026.

There has been a significant long-term shift in attitudes to remote and hybrid working, and flexible working arrangements more broadly, amongst both employers and workers since the pandemic. Acceptance of remote, hybrid and flexible working is high, and the evidence suggests that remote working is here to stay.

Programme for Government 2025, Securing Ireland’s Future, re-affirms this commitment to promoting flexible working arrangements that benefit both workers and employers. Development and delivery of the National Remote Strategy was overseen by the Remote Work Interdepartmental Group, based in my Department.

The Government's commitment to promoting remote work is also evident through initiatives like the National Hub Network, facilitated by Connected Hubs. This initiative plays a vital role in supporting the National Remote Work Strategy by providing accessible, well-equipped remote working spaces throughout Ireland. With 393 hubs across the country, and plans to expand to 400 by the end of 2025, Connected Hubs is helping to build vibrant local economies, revitalising communities and offering diverse services to remote workers, SMEs, and start-ups. These hubs are essential in enhancing labour market participation and promoting sustainable, flexible work options in line with Government policy.

The Connected Hubs network is a key driver in Ireland’s push to support remote work and regional development. Aligned with policies like Our Rural Future and the forthcoming National Hub Strategy, the initiative empowers individuals to work remotely while staying rooted in their communities. Hubs provide essential infrastructure and services, from co-working spaces and conference facilities to specialist resources like podcast studios and maker spaces. Beyond workspace provision, they offer vital business supports such as mentoring, start-up accelerators, and sector-specific programmes. By promoting innovation and collaboration, Connected Hubs is shaping the future of work while contributing to balanced regional growth and sustainable development across Ireland.

Photo of Emer CurrieEmer Currie (Dublin West, Fine Gael)
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55. To ask the Minister for Enterprise, Trade and Employment for a list of dates of meetings for the Remote Work Interdepartmental Group, the membership of the group and whether changes to hybrid working policies in companies in Ireland has or will be considered. [52440/25]

Photo of Peter BurkePeter Burke (Longford-Westmeath, Fine Gael)
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Ireland's National Remote Work Strategy - enterprise.gov.ie/en/publications/making-remote-work.html - was published on January 15, 2021, by my Department with a goal to make remote working a permanent option in the Irish workforce. The strategy aims to strengthen employer and employee rights, invest in remote working infrastructure, and foster a more flexible work environment.

My Department co-ordinated the implementation of the Strategy’s actions through an Interdepartmental Group. The Group met seven times between March 2012 and May 2023 and substantial progress was made in implementing the report’s actions. The group has not met recently, so membership lists are out of date.

The overall purpose of the strategy, and the group, was to underpin and facilitate remote working rather than to attempt to determine how companies should roll out their own hybrid working policies. However, a national marketing campaign – In Good Company – is being launched in October to encourage SMEs to adopt flexible hub-based working models. The 2025 National Hub Summit, taking place in November, will bring together all relevant parties from across government, enterprise, community development and the hub ecosystem.

Work continues in a range of areas to underpin remote working in Ireland, including those outlined below.

The Work Life Balance Act 2023, which establishes the right to request remote working for all workers – along with the right of parents and carers to request other forms of flexible working arrangement - and initiatives such as the National Remote Work Strategy, reflect the Government’s commitment to facilitating these changes in a way which maximises their economic, social and environmental benefits.

The right to request a remote working arrangement for all employees was commenced through the Work Life Balance and Miscellaneous Provisions Act 2023 on 6 March 2024. Employers are obliged to have regard to the Code of Practice and the other requirements of the Act when considering requests for remote working. Employees have recourse to the Workplace Relations Commission if the employer fails to comply with the legislation. Providing a right to request supports and facilitates remote working in Ireland, and at the same time, supports a productive and competitive business environment.

The legislation provides for a review of the operation of the remote working provisions of the Act, not earlier than one year and not later than two years after the commencement of the Act. There are also provisions to conduct a review of the operation of the flexible working provisions of the Act and, as part of the review, consider whether the right to request a flexible working arrangement should be extended to all employees. The Department of Enterprise, Tourism and Employment will be carrying out a review of the operation of the right to request remote working provisions of the Act by March 2026.

DETE continues to update its Guidance for Working Remotely webpage for employees and employers to support the safe and successful adoption of remote working practices.

The Government's commitment to promoting remote work is also evident through initiatives like the National Hub Network, facilitated by Connected Hubs. This initiative plays a vital role in supporting the National Remote Work Strategy by providing accessible, well-equipped remote working spaces throughout Ireland. With 393 hubs across the country, and plans to expand to 400 by the end of 2025, Connected Hubs is helping to build vibrant local economies, revitalising communities and offering diverse services to remote workers, SMEs, and start-ups. These hubs are essential in enhancing labour market participation and promoting sustainable, flexible work options in line with Government policy.

The Connected Hubs network is a key driver in Ireland’s push to support remote work and regional development. Aligned with policies like Our Rural Future and the forthcoming National Hub Strategy, the initiative empowers individuals to work remotely while staying rooted in their communities. Hubs provide essential infrastructure and services, from co-working spaces and conference facilities to specialist resources like podcast studios and maker spaces. Beyond workspace provision, they offer vital business supports such as mentoring, start-up accelerators, and sector-specific programmes. By promoting innovation and collaboration, Connected Hubs is shaping the future of work while contributing to balanced regional growth and sustainable development across Ireland.

Photo of Emer CurrieEmer Currie (Dublin West, Fine Gael)
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56. To ask the Minister for Enterprise, Trade and Employment the action he intends to take to address changes to hybrid working policies in companies in Ireland which require employees to increase the time they spend in the office. [52441/25]

Photo of Emer CurrieEmer Currie (Dublin West, Fine Gael)
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57. To ask the Minister for Enterprise, Trade and Employment the action he intends to take to protect hybrid work practises in Ireland following announcements by companies in Ireland to change their hybrid policies. [52442/25]

Photo of Alan DillonAlan Dillon (Mayo, Fine Gael)
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I propose to take Questions Nos. 56 and 57 together.

The right to request a remote working arrangement for all employees was commenced through the Work Life Balance and Miscellaneous Provisions Act 2023 on 6 March 2024.

Under the Act, employers are obliged to consider such a request having regard to their needs, the employee’s needs, and the requirements of the Code of Practice. Employees have recourse to the Workplace Relations Commission if the employer fails in this duty. The Code of Practice on the Right to Request Remote Working provides practical guidance to employers and employees throughout the application process. The Code provides templates for remote working applications to assist employees and Work-Life Balance Policy templates for employers.

Under the Act, an employee can apply for a remote working arrangement in writing to their employer. The employer must respond to the application in writing either approving the request and preparing a remote working agreement, or refusing the request and providing reasons for the refusal.

The Act provides a right to request and not a right to remote work. The decision remains with the employer, and it is not for Government to dictate the terms or operation of the employer employee relationship. The obligation on the employer is to comply with the requirements of the Act.

The legislation also makes provision for employers and employees to agree changes to remote working arrangements after it has been agreed between the employer and employee. The arrangement may be postponed, the period of the arrangement may be curtailed, and the form of the arrangement may be varied once both parties agree to the changes in writing.

The Act also provides that the employer may terminate a remote working arrangement in certain circumstances. An employer can terminate an approved remote working arrangement where they are satisfied that it is having or would have a substantial adverse effect on the operation of their business. Employers are required to have regard to the Code of Practice when making a decision to terminate a remote working arrangement.

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