On Monday, July 3rd, 2023, specific employment rights for parents and caregivers, granted by the Work Life Balance and Miscellaneous Provisions Act 2023, were put into action.
Although the Work Life Balance and Miscellaneous Provisions Act 2023 (“the 2023 Act”) was signed into law on April 4th, 2023, its implementation requires a Commencement Order before it becomes effective.
On July 3rd, 2023, specific parts of the 2023 Act came into effect. However, it’s important to note that not all provisions from the Act started at this time. Below, we’ve highlighted the relevant provisions:
Workers with six months of continuous service under their employer and caregiving responsibilities for specific individuals will have the right to ask for flexible work arrangements. The entitlement for parents and caregivers to seek flexible work arrangements will be established after the Workplace Relations Commission (WRC) crafts a Code of Practice.
Find out more about it the HRLocker post Leave Entitlements for Working Parents in Ireland 2023.
Every employee with a consistent service period of six months under their employer will have the right to request remote working arrangements and their requests will be handled transparently and swiftly. We are currently anticipating the development of a Code of Practice by the WRC before this entitlement can be put into action.
Employees who have experienced or are currently facing domestic violence, whether in the past or present, will be eligible to take leave for various essential reasons. This includes seeking medical care, psychological counselling, legal aid, and other related services they might need. Furthermore, employees can also take this leave to support specific individuals who depend on them, to help them seek necessary services for dealing with domestic violence.
This entitlement grants employees up to five days of paid leave within a 12-month period. The exact pay rate, which will be covered by the employer, is still pending determination. The Government has communicated that the implementation of domestic violence leave is scheduled for the upcoming autumn.
Read more about it in the HRLocker post Embracing Change: Fully Paid Domestic Violence Leave to Commence This Autumn.
This Unpaid Leave Entitlements Policy Template has been created so that you can adapt the policy to your company’s needs. It covers various aspects, including unpaid leave for medical appointments and caregiving, extended breastfeeding entitlements, and the right to request remote or flexible working arrangements.
This policy outlines the introduction of Medical Care and Support Leave, as introduced by the 2023 Act. This leave provides employees with an entitlement to unpaid leave for the purpose of providing personal care or support to specified individuals who require significant care due to serious medical reasons.
The policy clarifies the eligibility criteria, application process, and relevant considerations for taking such leave.
This policy outlines the amendments introduced by the 2023 Act to the Maternity Protection Acts 1994 to 2022, which extend the right to take maternity leave to transgender men who have given birth.
This policy reflects our commitment to inclusivity, diversity, and equal treatment of all employees, ensuring that transgender individuals are provided with appropriate support and consideration during the maternity leave process.
This policy outlines the provisions introduced by the 2023 Act, which amends the Maternity Protection Acts 1994 to 2022, extending the period during which employees who are breastfeeding are entitled to take breaks or reduce their working hours for breastfeeding purposes.
This policy aims to promote a supportive and inclusive work environment for employees who are breastfeeding, in line with legal requirements.