ICTU described the new law as “important legislation delivers a suite of measures to make it easier for workers to combine their professional and personal lives.” The legislation includes improvements to support working parents and carers balance paid work with family care, necessitated to give effect to EU law.

The Bill was passed by both Houses of the Oireachtas at the end of March, following extensive work by the cross-union ‘Make Remote Work!’ campaigning group.

The Government’s draft legislation, published in June 2022, attracted huge criticism from Fórsa and other unions, as well as labour law experts and others.

The Bill introduces a new workers’ right to paid leave for victims of domestic violence. However, the legislation only provides for five days of domestic violence leave.

Fórsa wrote directly to the Minister in February 2023, urging him to consider positions on this expressed by several senators at the Seanad Committee Stage debate.

Fórsa has nevertheless committed to working with other trade unions to collectively bargain to secure 10 days paid leave for workers who need to avail of domestic violence leave.

ICTU general secretary Owen Reidy said: “Improved family leave and flexibility on when and how we work is good for workers and families.

“It is good for businesses that get to retain valuable and often highly-trained staff. It is good for society and for the economy too. It will help close the gender gaps in caring, pay, and pensions. It is a win-win.

“Ireland is leading the way in bringing in paid leave for workers who are victims of domestic violence. However, if this new law is to do what is intended, workers must be paid their full wages during absences. Anything less risks putting them in further danger.

“It’s disappointing that the leave is for only five days. Unions will continue to collectively bargain workplace agreements – all of which provide for 10 days paid leave. Our campaign to win full flexibility for all workers continues,” he said.

ICTU policy officer Laura Bambrick said a great deal will depend on the Code of Practice which now to be worked out between the various parties at the WRC. The Bill requires an employer to consider their own needs, those of the employee making the request and the terms of the code when weighing up applications. 

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