Letter to Public Representatives in relation to the Employment (Miscellaneous Provisions) Bill 2017
21/02/2018 - Ibec has been vocal in its concerns to public representatives about the impact of the proposed legislation, with particular concern raised about the intention for the legislation to apply retrospectively, as seems to be proposed in section 18 of the Bill. Notwithstanding the emotive nature of the debate on the issue of variable hours, the reality is that an overly restrictive approach to the introduction of bands of hours will have a chilling effect on the willingness of employers to offer additional working hours to existing staff where they feel that they may later be required to commit to those additional hours on a permanent basis. Many will be tempted to recruit additional part-time staff instead of offering extra hours, which may not always be in the interests of existing employees
Ibec submission to the consultation process on the use of Intermediary Type Structure and Self Employment Arrangements
30/03/2016 - Ibec expresses concern at proposed blunt instrument to determine self-employment status
01/03/2016 - In a review such as this, regard should be had to the legal maxim that “hard cases make bad law”. Ibec argues that existing provisions should be fully explored and tested to establish whether remedies for the acts complained of already exist
Ibec Family Leave Bill Submission March 2016
01/03/2016 - Ibec has submitted a comprehensive submission to the Department of Justice, Equality and Law Reform on the draft heads of Family Leave Bill which proposes to consolidate, with amendments, the existing provisions of the Maternity Protection Acts 1994 and 2004, the Adoptive Leave Acts 1995 and 2005 , the Parental Leave Acts 1998 and 2006 and the Carer’s Leave Act 2001.
Ibec response to the consultation process for the transposition of the Posted Workers Enforcement Directive
30/01/2016 - Ibec provides its views on the transposition of the Posted Workers Enforcement Directive.
Ibec submission on zero hours and low hours contracts
04/01/2016 - Ibec welcomes the opportunity to respond to the University of Limerick Study on the Prevalence of Zero Hour Contracts and Low Hour Contracts among Irish Employers and their Impact on Employees1. Ibec wishes to respectfully register its concern at the extent to which the authors went beyond the scope of the study’s terms of reference. The focus of the study was stated to be zero hour and low hours contracts but the authors seemed to view all forms of flexible working as interchangeable. Furthermore, little regard seems to be had to the pressure that many employers face to provide flexible work for employees seeking such arrangements and the need in certain sectors to provide a 24 hour 7 day service to service users and patients. The other point which must be made in this respect is that there is generally a finite number of working hours available in an individual workplace. Compelling an employer to provide a minimum number of hours to a specific cohort of employees is likely to lead to a reduction in hours elsewhere, having a negative impact on other employees.
Ibec Submission on proposals for a new Data Protection Regulations
24/01/2013 - Ibec Submission to Consultation on European Commission’s Proposal for a new Data Protection Regulation