Log in or register
Share on LinkedInShare on LinkedIn

ARTICLE · 15 JUNE 2016

Significant Labour Court Recommendation On Collective Bargaining

Mason Hayes & Curran LLP
Mason Hayes & Curran LLP
Contributor
Mason Hayes & Curran LLP

Mason Hayes & Curran LLP

Managing Partner: Will Carmody Chair: Philip Nolan Number of partners: 124 Languages: French,...

View firm profile
Explore more from Mason Hayes & Curran LLP

The Labour Court has issued its first recommendation under new legislation to provide an improved framework for workers seeking to enhance their terms and conditions of employment...

IrelandEmployment and HR
Ian O'Herlihy
Ian O'Herlihy
Ronnie Neville
Ronnie Neville
Author LinkedIn connections

The Labour Court has issued its first recommendation under new legislation to provide an improved framework for workers seeking to enhance their terms and conditions of employment in companies where collective bargaining is not recognised by their employer. Employers who do not have any existing collective bargaining arrangements in place need to take note of the potential financial implications of this recommendation, which can be made binding and enforceable.

Background

The Industrial Relations (Amendment) Act 2015 (the "2015 Act") introduced significant changes to the law on collective bargaining. In particular, the 2015 Act amended the Industrial Relations (Amendment) Acts 2001-2004 ("the Acts"). The Acts provided a system whereby employers who did not engage in collective bargaining negotiations could be brought before the Labour Court by trade unions. The Labour Court had significant powers to set wage rates and other terms and conditions of employment, and

We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.

Register for freeORLog in

View source

Related Articles

Legal Intelligence Newsletters: sign up for the latest legal and regulatory news on your chosen topics

Read more about

Related Comparative Guides

See more popular content from

Article

Neurodivergence And Reasonable Accommodation: What Employers Need To Know

Employers face growing challenges in supporting neurodivergent employees, with up to 20% of the global population potentially affected by conditions like ASD, ADHD, and dyslexia. Irish law mandates reasonable accommodations under the Employment Equality Acts, but what constitutes appropriate measures and when does the burden become disproportionate? Recent case law reveals the narrow interpretation of employer defenses and the significant financial consequences of failing to properly assess and implement wo
IrelandEmployment and HR
RDJ LLP
RDJ LLP
Article

The Future Of Hybrid Work: Balancing Flexibility & Productivity

As Ireland's large employers increasingly mandate fixed office attendance days, new research reveals how hybrid working is evolving from unrestricted flexibility toward more structured models. With productivity concerns driving policy changes and three-day office weeks emerging as the standard, businesses face the challenge of balancing operational needs with employee wellbeing and retention priorities.
IrelandEmployment and HR
William Fry LLP
William Fry LLP
Article

Should I Stay Or Should I Go? Performance Management Or Exit Option?

Irish employers are increasingly exploring the 'PIP or Go' model as an alternative to traditional performance management processes, offering underperforming employees a choice between entering a formal performance improvement plan or accepting an exit package. While this approach can expedite internal processes and reduce administrative burden, it carries significant legal risks including constructive dismissal claims, discrimination allegations, and potential challenges to subsequent dismissal procedures.
IrelandEmployment and HR
Matheson
Matheson