Work Life Balance

Helping Irish organisations comply with legal requirements

What is the Work Life Balance bill?

The Work-Life Balance and Miscellaneous Provisions Bill 2022 aims to enhance flexibility in the workplace, support employees with caring responsibilities, and promote gender equality. 


Understanding the Bills key provisions:

  • Right to request flexible working arrangements for employees with caring responsibilities.
  • Extension of unpaid leave for medical care purposes for parents and carers.
  • Leave for victims of domestic violence, with a statutory entitlement to up to 5 days of paid leave.
  • Work-Life Balance measures, including parental leave entitlements.
  • Ensure familiarity with the legislation’s compliance timelines and obligations for public sector bodies.



What we offer

We offer services to create, review and update HR policies including:


  • Carer's Leave and Medical Leave: Update the leave policy to include extended provisions for carers, aligning with the Bill's extended unpaid leave requirements for those providing medical care.
  • Domestic Violence Leave: Draft specific guidelines for employees entitled to domestic violence leave, ensuring confidentiality and a supportive reporting structure.
  • Parental Leave Enhancements: Incorporate the Bill’s provisions into the existing parental leave policies, ensuring increased leave entitlements are reflected.
  • Right to Request Changes: Include clear guidelines for how employees can formally request flexible working or additional leave. Outline the decision-making process and any appeal procedures.


Benefits of working with Us


  • In-depth knowledge of Irish legal standards and industry-leading compliance practices.
  • Established frameworks that ensure strong regulatory compliance and deliver practical, data-driven insights.
  • Forward-thinking strategies designed to foster workplace equality and boost employee engagement over time.


What you get from us

1. Training for HR and Management:

Conduct training for HR staff on how to manage requests for flexible working arrangements and the new types of leave entitlements.


2. Internal Policy Communication:

Develop a comprehensive internal communication strategy to inform employees of the updated policies.


3. Monitor and Review (M&R):

Ongoing Evaluation: Establish systems to monitor the uptake of flexible working arrangements and leave entitlements.

Policy Review:  Schedule regular reviews of the HR policies to ensure they remain in compliance with the Bill


4. Supportive measures:

Mental Health Support: Recognise that flexible working, domestic violence leave, and caregiving responsibilities can impact employee well-being.


5. Legal Compliance and Reporting:

Ensuring HR teams are well-versed in the legal requirements for public sector bodies regarding reporting obligations.

Being ready to submit any necessary reports to government bodies or regulators, demonstrating compliance with the new legislation.



6. Building a supportive culture:

Promote a workplace culture that normalises flexible working and encourages the use of new leave entitlements without stigma.



CALL TO ACTION

Need help with your Work Life Balance policy?