Balancing work and family life is a challenge many employees face. While some countries, including Northern Ireland, are making strides in providing greater support for working families, Ireland has yet to introduce similar legislative protections. With increasing calls for family-friendly policies in the workplace, is it time for Ireland to follow suit?
Miscarriage Leave – A Step Towards Compassionate Workplace Policies
Northern Ireland is set to become the first jurisdiction in Europe to introduce paid miscarriage leave for parents who experience pregnancy loss before 24 weeks. This follows the Parental Bereavement (Leave and Pay) Act (Northern Ireland) 2022, which already grants two weeks’ paid leave for parents who suffer the loss of a child from 24 weeks of pregnancy onwards.
In contrast, Ireland currently offers no specific statutory entitlement for employees who suffer a miscarriage. While some progressive employers provide leave on a discretionary basis, there is no legal requirement to do so. This means many parents facing the trauma of miscarriage must use sick leave or unpaid time off.
A policy similar to Northern Ireland’s would ensure that bereaved parents in Ireland receive the support they need without financial strain or job insecurity.
Domestic Abuse ‘Safe Leave’ – Protection When It’s Needed Most
Another significant development in Northern Ireland is the introduction of 10 days of employer-funded paid ‘safe leave’ for victims of domestic abuse. This allows individuals time off to access support services, attend court hearings, or relocate if necessary.
Ireland took a step in the right direction with the Work Life Balance and Miscellaneous Provisions Act 2023, which introduced five days of paid domestic violence leave annually. However, compared to Northern Ireland’s proposed 10-day entitlement, Ireland’s provision is relatively limited. A longer period of leave could offer greater protection and flexibility to those escaping abusive situations.
Flexible Working and Carer’s Leave – Supporting Work-Life Balance
Northern Ireland has proposed allowing employees to request flexible working from day one of employment, aligning with recent changes in Great Britain. Employees would also have the right to submit two flexible working requests per year instead of one.
In Ireland, the right to request remote or flexible work was introduced in the Work Life Balance Act 2023, but it is currently limited to parents and carers. Expanding this right to all employees from the start of their employment could modernise Ireland’s workforce policies and improve job satisfaction and retention rates.
Additionally, Northern Ireland is considering a new right to one week of unpaid carer’s leave per year for employees with significant caregiving responsibilities. Given that 1 in 3 carers in Northern Ireland have had to leave their jobs due to caregiving duties, a similar policy in Ireland could provide much-needed support to employees balancing work and family responsibilities.
Enhanced Redundancy Protection for Parents
Northern Ireland is proposing to extend redundancy protection to pregnant employees from the moment they inform their employer and for 18 months after returning from maternity, adoption, or shared parental leave.
Ireland currently does not offer the same level of redundancy protection, making it vulnerable to discrimination against parents returning from leave. Implementing similar safeguards would ensure fairer treatment for parents in the workplace.
Neonatal Leave and Paternity Leave – Time to Catch Up?
Northern Ireland is also proposing new entitlements for neonatal leave, allowing parents of babies requiring neonatal care to take up to 12 weeks off. Paternity leave is also set to become more flexible, allowing fathers or partners to take their leave in two separate blocks rather than all at once.
While Ireland provides two weeks of statutory paternity leave, allowing fathers more flexibility in when they take this leave could better accommodate family needs.
Time for Ireland to Act?
As Northern Ireland moves ahead with these progressive family-friendly policies, Ireland has the opportunity to consider similar measures. Expanding leave entitlements and flexible work arrangements could significantly improve employees’ ability to balance work and family responsibilities while promoting workplace equality.
For employers, adapting to these changes can enhance workplace morale, increase employee retention, and create a more inclusive and supportive work environment.
With the conversation around family-friendly rights gaining momentum, the question remains: should Ireland follow Northern Ireland’s lead and implement these much-needed reforms?
