Why you may need an employment solicitor in 2022

Why you may need an employment solicitor in 2022


As we move back into the working world post-pandemic, there are changes occurring which may require the advice of an employment solicitor.

New developments have and are occurring in employment law and it’s vital as both an employer and employee to be knowledgeable in all areas.

If representing an individual or group of employees, an employment solicitor will work to gather information, prepare documents such as contracts and claims, provide professional advice and conduct negotiations and settlements on their client’s behalf.

Meanwhile, if acting for an employer, an employment solicitor will offer advice on how to defend a company against any claims, HR rules, negotiation with employees and any issues which arise around contracts.

2022 will see the pre-2019 working environment clash with post-2019 changes. The employment sphere is shifting and so are some of the laws, which is why chatting with your employment solicitor is a must over the coming weeks and months.

However, keeping up with these changes can be difficult.

To help, here are three key changes to expect and for you and your employment solicitor to look out for.

Changes that may require you to engage an employment solicitor


Right to Work Remotely

Working remotely became a necessity during the pandemic and will carry on well into the future. It is now normality and the Irish government published a National Remote Working Strategy in January 2021. The bill was signed off in January of this year and means employees will have a right to request to work from home.

Under the bill, there will be a legal framework that requesting, approving or refusing a request for remote work can be based upon.

As an employer and an employee, discuss with your employment solicitor how the proposed legislation will affect you.

Tánaiste Leo Varadkar said he hopes the legislation will be fully passed by Oireachtas by the summer.

Statutory Sick Pay scheme (SSP)

In June 2021, the Irish government announced plans to establish a Statutory Sick Pay scheme (SSP). A draft Sick Leave Bill 2021 was then published on November 5, 2021.

The scheme aims to put Ireland on a level playing field with other European countries that have mandatory paid sick leave for workers in place.

Under the new legislation, employers will have to provide a minimum number of paid sick days annually. Currently, if your employer does not provide paid sick leave you can apply for Illness Benefit.

If you have any questions about what is coming in terms of the SSP, contact your employment solicitor for more.

Gender Pay Gap Reporting

The Gender Pay Gap Information Act 2021 was signed into law in July 2021. The bill has introduced gender pay gap reporting to Ireland and the regulations under the Act will be published in the coming weeks.

These regulations will require organisations with more than 250 employees to report on their gender pay gap. Employers will choose a ‘snapshot’ date of their employees in June 2022 and will report on the hourly pay gap for those employees on the same date in December 2022.

Again, if you have any questions or queries about the new regulations and requirements, contact an employment solicitor.

If you need an employment solicitor to aid you as either an employer or an employee, do not hesitate to contact Ronan Enright Solicitors on (021) 235 5443 or email info@ronanenright.com


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