2022 has been a significant year for employment law. Draft legislation has been published on statutory sick pay and codes of practice for pay inequality and harassment in the workplace. The Irish Government has agreed to the introduction of a new living wage to be phased in over a four-year period, and this will replace the minimum wage. We discuss four important updates for employers - Gender Pay Gap Information Act and Regulations, the Work Life Balance Bill, the Employment Permits Bill 2022 and new Protected Disclosures legislation.
Gender Pay Gap Information Act and Regulations
Gender Pay Gap (GPG) is the difference in the average hourly wage of males and females across a workforce. The Gender Pay Gap Act and Regulations became effective on 31 May 2022 and provide a framework for employers to calculate the gap in pay between males and females. The legislation requires certain employers to publish reports outlining specified information about their GPG. Organisations with over 250 employees were required to report on their GPG for the first time in December 2022. It is important for organisations which fall within the GPG reporting requirements to ensure they have the necessary internal systems in place to capture, analyse and report on their GPG.
Work Life Balance Bill
The Irish Government recently announced an amended version of the Work Life Balance and Miscellaneous Provisions Bill, which the government has indicated it plans to push through the legislative approval...
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