The employment law landscape of 2020 and 2021 was predominantly shaped by the impact of COVID-19. Now, looking back on 2022, some of the key employment developments were, yet again, escalated to the Government's agenda as a result of the pandemic.
In some instances, COVID-19 was a catalyst for change and we see that in the introduction of statutory sick pay from 1 January 2023 and in the promotion of hybrid and flexible working arrangements to a statutory footing. These legislative initiatives also feed into the Government's broader commitment to diversity, equity and inclusion. On this theme, 2022 saw the introduction of mandatory Gender Pay Gap reporting for companies in Ireland with over 250 employees.
Separately, we saw the transposition of the EU Whistleblowing Directive into Irish law and the significant changes that such will bring about from 1 January 2023. In addition, we have seen significant movement in respect of the Individual Accountability Framework.
We now take a look back at some of these key employment law themes for 2022.
Hybrid and Flexible Working Arrangements
2022 finally saw the large-scale return of in-person workplace attendance. Many employers opted to roll out hybrid working arrangements on a trial or, in some instances, on a permanent basis. There is no doubt that the flexibility inadvertently introduced as a result of COVID-19 will continue to be a key feature of Irish workplaces. However, there are a number of legal and practical issues...
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