The Government has announced that the suspension of sections of the Redundancy Payments Act 1967 will be lifted at the end of this month. It will also introduce a new special redundancy payment for those impacted. Click on the article below to find out what the recent Government changes in redundancy mean for the employer.
There have been a lot of queries on whether employers can force employees to come back whether on a full time or hybrid basis and what rights the employees have. Essentially, employees are obliged to meet the terms of their employment contract which will state where the normal place of work is. While during the pandemic this changed for many employees, now that the guidelines are to phase back into the workplace, this will now be applicable again.
As employees start to return to work in a Hybrid model, it is important to ensure our communication practices are up to scratch and inclusive of all parties across the workplace, no matter where you have employees working from or when they are working.
Permanent or temporary changes to terms and conditions of an employee’s contract can occur with the employee’s consent or without the employee’s consent, but in reliance upon a contractual provision allowing for changes of the contract, such as a variation or mobility clause.
Developed by Voltedge Management HR consultants and Enterprise Ireland, the Emerging through Covid-19 Guide provides an overview of flexible, hybrid and remote working models and provides insights on how companies can manage these new ways of working to suit their business needs.
When an employee is moving roles or being promoted within the organisation, probation cannot operate in the same way as it would for a new joiner and therefore any issues that may arise must be dealt with in a different way. An employee with less than one years’ service does not have the same protection under the Unfair Dismissals Act, 1977.