Tag: Employment Law (Page 2 of 3)

The Right to Request Remote Work: A Balancing Act for Irish Employers and Employees

September 23, 2024 / Lisa Quinn O'Flaherty

In February 2020, COVID-19 arrived in Ireland, quickly leading to the COVID-19 pandemic, which caused one of the longest lockdowns experienced in Europe. The lockdown led to most of Ireland’s workforce not being able to work in their buildings or offices, causing a majority of them to work from home. Before 2020, remote work was once seen as a luxury or a niche option but is now the norm, and the demand for remote work has been increasing since then, with most businesses now offering remote work as a way to cut down on extra costs. Remote work saw a large impact on the legal sector, with most firms still recovering to pre-pandemic operations. In response to remote work becoming more popular within Ireland, the Irish government aimed to establish a legal framework to govern remote work practices.

An Argument in favour of a Diversity and Inclusion Policy

August 23, 2024 / Lisa Quinn O'Flaherty

A Diversity and Inclusion (D&I) Policy is not a required governance document under current Irish law, however, there are several reasons why a business might consider creating and utilising a Diversity and Inclusion (D&I) Policy.

Winners at Irish Law Awards 2024

June 17, 2024 / Lisa Quinn O'Flaherty

Fitzsimons Redmond LLP is delighted to have been named as Diversity and Inclusion Law Firm of the Year at the Irish Law Awards 2024. John and Caroline attended the ceremony at the Convention Centre to receive our beautiful trophy.

Finalists in Irish Law Awards 2024

May 13, 2024 / Lisa Quinn O'Flaherty

Public Holidays 2024

December 30, 2023 / Lisa Quinn O'Flaherty

There are ten public holidays in 2024. When a public holiday arises every employee is entitled to a paid day off on the day of the holiday, unless the employer decides to treat it as a normal working day. If the employer decides not to allow the public holiday or if the holiday falls on a day that is not a normal working day (such as a weekend), the employer may elect to give the employee either:

Employment Law Update: Paid Sick Leave

December 5, 2023 / Lisa Quinn O'Flaherty

Under the Sick Leave Act 2022 all employees with at least thirteen week service are entitled to paid sick leave from their employer. In 2024 the number of paid days increases from 3 to 5. An employer must pay the employee for work missed due to illness for up to 5 days in a year.

Employment Law Update: Domestic Violence Leave Comes into Effect.

November 27, 2023 / Lisa Quinn O'Flaherty

People experiencing domestic violence or at risk of domestic violence are now entitled to five days of paid leave from work under the Work Life Balance and Miscellaneous Provisions Act 2023.

Employment Law: Enhanced Protections for Breastfeeding Workers, Parents and Carers

June 28, 2023 / Lisa Quinn O'Flaherty

The Work Life Balance and Miscellaneous Provisions Act 2023 was signed into law on 4^th April last, with the provisions to take effect upon Commencement Orders as signed by the Minister. The new rights under the Act include:

A right for parents of under 12s and carers to request flexible working;
A right to five days leave each year (unpaid) for personal care for serious medical reasons for parents or family carers;
A right to request remote working;
A right to five paid days leave each year for victims of domestic violence;
An extension of the right to paid breastfeeding breaks from six months to two years.

OK Boomer: Ageism and Employment Equality

January 14, 2021 / Lisa Quinn O'Flaherty

Thankfully the past few years have involved much discussion about the need for, and the benefits of inclusion and diversity in the workplace. It is wonderful hear of people with disabilities and people from traditionally marginalised backgrounds being finally offered true equality of opportunity in the work place.

Employment Law Guide: Constructive Dismissal

December 7, 2020 / Lisa Quinn O'Flaherty

Constructive Dismissal is where the employee leaves his or her role as the employer has made it untenable for him or her to continue working.

There is a high threshold for an employee to prove their case. The employee must first have put the employer on notice of his or her dissatisfaction by way of the grievance procedure, in writing. He or she must then await the outcome of any investigation. If the situation remains intolerable, he or she can resign their role and make a claim under Section 2 of the Unfair Dismissals Act. It would be unwise of any employee to resign their role in such circumstances without first taking legal advice.