New Employment Law Provisions after Brexit in 2020: Ireland

Gender pay gap Coverage

The gender pay gap is the gap in the average pay of women and men throughout the organisation. In preparation for its debut, companies must start a Revenue audit or even a”dry run” to learn more about the possible effect of compulsory gender pay gap coverage. The forthcoming year will find the debut of gender pay gap coverage in Ireland that will affect employers and finally those employing 50 or more. This may require companies to publish salary advice together with a narrative.

Pay raises

The new wage base is supposed to be 10.10 Euro this year. Even though companies will not be directly affected by this in some specific sectors, there’s possibility of a knock-on impact of stress on companies concerning wage increases.

Harassment at work

A Code of Practice for employers and workers on the management of bullying at work is being developed by the Safety and Health Authority and the Workplace Relations Commission. Printed and when finalised it’s very likely to grow the spotlight on bullying at work and employers’ duties in this respect. Employers must ensure they have current policies in place that are communicated to employees.


Family leave policies and employment handbooks must be upgraded to cater to leave to the particular extension. The EU Work-Life Balance Directive includes several provisions such as a right for carers and parents to request flexible working structures. Employers should consider a new worker’s right to request remote and flexible working hours may influence their operations with respect to tracking worker working time.

Tracking workers’ working hours

The Court of Justice of the European Union presented a judgment who has set the spotlight on monitoring workers’ working hours. The CJEU cautioned companies of the obligation to possess an’objective system’ that lists working hours. It is going to be hard to defend claims of hours where an employer doesn’t keep records of employee hours.

And Brexit happened…

Following 47 decades of membership, the European Union was left by the United Kingdom on January 31, 2020. But for all agreements such as rights like freedom of movement of employees through the EU and membership in European Union Customs Union and the European Single Market will nevertheless cover it. The only change that occurred on January 31 is the UK will play a role in any EU decision-making will have representation in the European Parliament and also procedures.

The EU Withdrawal Agreement Act approves the conditions of the UK’s depart payments into the EU, the habits arrangements which would apply to Northern Ireland at the long run, and a transition period of 11 weeks (beginning on January 31, 2020) through the UK and the EU will try to negotiate the conditions of the future relationship. This is what’s been colloquially called a”difficult Brexit.”

Which are the technical effects of Brexit for companies in the United Kingdom?

Wholesale changes aren’t expected in either situation, Though the UK’s departure from the EU, in concept, opens the way for the authorities to amend or revoke labour legislation with no input from Europe.

Basic aspects of UK employment legislation are not likely to be changed while Brexit will enable the UK government to make adjustments to employment legislation.

The UK will cease to be influenced by European improvements in the conclusion of the transition period. The UK will be exempt from impending legislation like the draft directive on gender balance, and the equilibrium directive for health professionals and parents .

1 place that will see instant changes on the UK’s departure from the EU is that the performance of European Works Councils (EWCs). In case of a deal EWCs will still continue to function before the close of the transition period, although the effect is uncertain. In a situation that is no-deal, companies whose EWCs are located in the united kingdom will have to reestablish their EWCs in EU member countries. Companies with EWCs might want to give consideration working in their EWCs. 1 possible alternative is to keep UK delegates around EWCs however establish a new position of”audience” for all these members.

Firms Might Also Want to Take into Account the immigration consequences due to their workforces

When the UK leaves the EU with no bargain, EU, EEA, and Korean nationals that are working or residing in the uk prior to the departure date will have until December 31, 2020, to use to stay in the nation under the EU Settlement Scheme. Nationals who proceed after that date to the United Kingdom, and EU, EEA would have to submit an application for Euro TLR, or a immigration status, known as leave to stay.

The UK will remain celebration to EU trade rules until midnight December 31, 2020 under the agreement. If, nevertheless, the UK leaves the EU with no bargain, the UK will wreck from EU trading agreements and default to Word Trade Organization principles in 11:00 p.m. on January 1, 2021.

The situation will indicate that all goods will need checks and customs paperwork and might result in long queues.

What are a few changes and challenges for companies at this stage in light of Brexit?

Employers might wish to consider supporting EEA, the EU, and nationals. Employers may think about providing assistance with applying to the strategy or pointing personnel to the advice available through the web site of the UK Home Office.

Employers might need to think about the standing of any UK nationwide they use in a different EU member state. Employers may think about briefings for UK citizens so as to notify them of changes to visa and residency conditions, operating in the EU. Arrangements will change based on the state in. The EU has proposed all member countries to give UK citizens living in other EU nations on January 31, 2020 with residence licenses. There is a lack of clarity concerning the structures that are longer-term, as every member state will place its policy for UK taxpayers operating in this nation. Employers might want to examine the overview of the position for every member state.

Employers might also need to be aware that UK taxpayers will be exempt from EU visa conditions for up to 90 days, which may consist of activities like meeting and speaking at seminars.

Changes to employment legislation in the united kingdom are unlikely. As stated previously, the one change to the legislation is going to be that workers will lose the right to ask of European Works Councils being formed by their companies. This is an immediate change.