Lewis Silkin is widely recognised as the leading specialist employment law practice. Our team of over 140 employment and immigration lawyers, including 24 partners, is consistently top ranked by independent legal directories, Chambers and Legal 500, with 22 of our partners in our team rated as “leaders in their field”. Our lawyers based across the UK and Ireland advise on all the day to day UK and Irish employment law issues that arise from the initial employment offer to departure and everything in between. Our practice also has the distinctive strength in depth to support clients in a range of specialist areas including High Court Litigation, collective employment law, immigration, data protection, health and safety law and partnership law. Lewis Silkin is the UK, Ireland and Hong Kong member of Ius Laboris, the leading international HR practice which includes over 1,400 of the world’s best HR law practitioners in over 100 countries.
Employment & Immigration
The Labour Party has proposed the Sick Leave and Parental Leave (COVID-19) Bill 2020 which, if passed, would give employees in Ireland the legal right to paid sick leave for the first time. It also proposes paid leave for employees whose children must stay at home from school due to COVID-19 measures.
On 1 September 2020 unpaid parental leave entitlement in Ireland was increased from 22 weeks to 26 weeks. This means that eligible parents will be able to take 26 weeks' parental leave for each child who falls within the prescribed thresholds. Employers should check their policies and procedures to take into account the increase from 1 September 2020 onwards.
This article discusses the key measures under the new government's July Stimulus Plan of which employers should be aware, plus various commitments under its Programme for Government which could have a significant impact in workplaces. The proposals – which cover wage subsidies, job creation and recovery and work-life balance and equality, among other things – clearly reflect the new economic reality in the wake of COVID-19.
As the COVID-19 crisis begins to ease, employers must think carefully about how to safely manage the process of returning employees to the workplace. Companies must ensure the health and safety of their employees and visitors to their premises and comply with any continuing government guidelines, including in relation to physical distancing. This article summarises the legal landscape and various considerations that employers will need to take into account in Ireland.
The government has introduced the Temporary COVID-19 Wage Subsidy Scheme to incentivise employers to retain employees on the payroll where possible (replacing the emergency COVID-19 Employer Refund Scheme). This article outlines the implications for employers.
Numerous employment law concerns have arisen due to the current coronavirus outbreak. From staff who are advised to self-isolate to those who are concerned about the risk of coronavirus and reluctant to come into work, employers have a lot to consider. This article sets out guidance for employers on the implications that coronavirus could have for their business.
The government recently published the General Scheme for the Parental Leave and Benefit Bill. The bill provides for a paid parental leave benefit, which must be used within the first 12 months of a child's life or 12 months from the date of adoption. In light of these changes, employers should not only consider whether they should top up the parental leave benefit, but also review their family leave policies more generally to ensure that their business is in line with the latest developments.
Disability case: Supreme Court clarifies extent of employers' duty to provide reasonable accommodationIreland | 13 November 2019
A recent Supreme Court decision clarifies the legal principles to be applied to the question of which measures of reasonable accommodation an employer should consider to enable disabled employees to participate in the workforce. While the decision provides welcome guidance on the applicable principles, employers must consider that what constitutes 'reasonable accommodation' will depend on the facts, guided by the reasonableness and proportionality of any appropriate measures proposed.