Dáil Éireann Debate, Thursday - 18 April 2024
93. Deputy Bríd Smith asked the Minister for Enterprise, Trade and Employment how he is ensuring that workers in the technology sector facing redundancies are protected; and if he will make a statement on the matter. [17048/24]
View answerIreland has a robust framework of legislative protections and supports for workers who are impacted by redundancy. This includes:
• The Protection of Employment Act 1977, as amended, which requires employers in collective redundancy situations to consult with employees’ representatives and to notify the Minister for Enterprise, Trade and Employment before implementing redundancies.
• The Redundancy Payments Act 1967, as amended, which requires employers to pay statutory redundancy payment to eligible employees with more than two years’ service. Employers are also required to give at least two weeks’ notice under this Act before implementing a redundancy, distinct from any other statutory or contractual rights to minimum notice.
• The Minimum Notice and Terms of Employment Act 1973, as amended, which obliges employers to give a certain level of notice to employees prior to dismissal, with the length of such notice depending on the employee’s length of service,
• The Unfair Dismissals Act 1977, as amended, which protects employees with more than one year’s service from Unfair Dismissals.
The Protection of Employment Act 1977, as amended, defines a collective redundancy as where, during any period of 30 consecutive days, the employees being made redundant are:
• 5 employees where 21-49 are employed,
• 10 employees where 50-99 are employed,
• 10% of the employees where 100-299 are employed,
• 30 employees where 300 or more are employed.
Where redundancies occur which are outside the parameters of collective redundancies, employers are still legally obliged to conduct the redundancy process fairly and to use reasonable selection criteria in choosing to make people redundant. In accordance with the principles of fair procedures and natural justice, any such process should normally include a consultation with potentially affected employees.
If employees believe their employment rights as outlined above have been breached, they have the right to refer complaints to the WRC for adjudication. The WRC may award compensation for breaches, where appropriate, in line with the relevant legislation.
Government is also on hand to provide a range of supports to anyone who is being made redundant, including assisting with appropriate training and development opportunities and income supports through the Intreo service of the Department of Social Protection.
The enterprise agencies under my Department can also assist, where possible, in helping those impacted to find alternative employment. This includes sharing the skills profiles of impacted employees to companies who may be hiring, be that with multinationals in IDA’s client base or indigenous companies through Enterprise Ireland.
