Given that the new government has been in place since January 2025 we are now getting a sense of the issues they intend to focus on in the next five years.
We have highlighted some of the recent initiatives by the Government, the key employment bills that are making their way through the legislature as well as providing an overview of the most recent Workplace Relations Commission ("WRC") Report below:
Pregnancy Loss (Miscellaneous Provisions) Bill 2025
The Government has published the Pregnancy Loss (Miscellaneous Provisions) Bill 2025 which provides for a period of paid leave consequent upon the loss of a pregnancy and extends protection against unfair dismissals. The intention is that this will be a day one entitlement. The employee who has undergone the unsuccessful pregnancy will be entitled to five days paid following a pregnancy that does not result in a live birth or stillbirth, as certified by a registered medical practitioner. There is a separate entitlement of two and a half working days for the parent of the pregnancy loss. Any purported termination of employment, suspension, or notice of termination whilst on this leave would be void.
The Employment (Contractual Retirement Ages) Bill 2025
The Government has published the Employment (Contractual Retirement Ages) Bill 2025. This bill will impact on employees with clauses in their contracts of employment, which oblige them to retire at an age below the state pension age (currently 66 years old). It permits but does not require employee to retire at contractual retirement age, if less than pensionable age. In order to avail of this protection, the employee must notify their employer in writing of their intention to extend their employment, and the employer must provide a reasoned written reply. An employer who, without reasonable cause, fails to provide an employee with a reasoned written reply will be guilty of an offence.
Employment Equality Act 1998 (Section 20A) (Gender pay gap Information) (Amendment) Regulations 2025 (the "equality regulations")
The equality regulations reduced the thresholds for reporting to 50 employees in 2025 and moved the reporting deadlines to November from December, with the snapshot date remaining in June.
Equality (Miscellaneous Provisions) Bill 2025 ("equality bill")
Following on from the details provided in our last update indicating that the equality bill proposed to introduce certain pay transparency obligations, extensions of time to submit complaints under equality legislation and increases in compensation under the Equal Status Act, the bill as drafted also proposes introducing prohibitions against discrimination based on socio-economic background, amending both the Employment Equality Act and the Equal Status Act in that regard.
Protection of Employees (Employers' Insolvency) (Amendment) Bill 2025 ("insolvency bill")
The insolvency bill targets situations where businesses cease trading without formally winding up, leaving employees without access to statutory insolvency protections. It intends to provide additional protection to employees by introducing a new notification process. This process will allow employees to serve notice on insolvent employers seeking payments and will provide a clear pathway for employees to claim unpaid amounts directly from the Social Insurance Fund once an employer is deemed insolvent under the process.
WRC Annual Report 2025
The WRC Report 2025 has highlighted certain trends to include a 14% increase in mediations and a 6% increase in adjudication hearings. There have also been substantial increases in claims under the following legislation: protected disclosures (201%), equal status claims (49%) and equality (11%).
Public consultation on collective bargaining
The Irish Government launched a public consultation on collective bargaining on foot of the minimum wages directive. Under the directive each member state with a collective bargaining coverage rate less than 80% shall provide for a ‘framework of enabling conditions’ for collective bargaining and establish an action plan by end of 2025 to promote collective bargaining. The design of the framework and content of the action plan will be determined by individual member states, in consultation with their social partners. The public consultation concluded on 12 May 2025. It remains to be seen what, if any, obligations will be placed on employers when the action plan issues.
Employment Law Review Group Work Programme 2025-2026
The Employment Law Review Group ("ELRG") was established to monitor, review, and advise on various aspects of employment law, with a specific focus on promoting good workplace relations in the State. The ELRG comprises of members who have expertise in this area. The Work Programme for 2025-2026 includes reviewing the determination of employment status, unfair dismissals legislation and statutory notice periods.
