Welcome to the latest issue of the Employer Resources Newsletter, where you will find in-depth and expertly researched and written articles (courtesy of Adare Human Resource Management) covering key areas of employment law and best practice.
If there are any specific topics you would like covered in this publication, please forward your suggestions to Adare Human Resources Management:
info@adarehrm.ie
If there are any specific topics you would like covered in this publication, please forward your suggestions to Adare Human Resources Management:
info@adarehrm.ie
Newsletter Content:
- Employment Case Law – each month we review a number of interesting employment law cases and consider their implications for organisations. This month we look at the Importance of Effectively Utilising the Probationary Period. Read more >>>
- Workplace Relations Commission (WRC) Decisions – each month we look at and review the decisions from the WRC. This provides a valuable insight into the types of discrimination cases before the WRC and the decisions that are issued. Read more >>>
- What to Keep an Eye Out For – what is new, changing, potentially changing or what you may have missed. Read more >>>
Did you Know?
Carer's Leave Act 2001
The Carer's Leave Act 2001 sets out to permit Employees to avail of unpaid leave from employment for the purposes of providing full time care and attention to a person requiring it.
To be eligible for leave the Employee must:
Without approval from the Department of Social Protection an Employee may not commence Carer’s leave.
An Employee may avail of up to 104 weeks’ Carer’s leave in respect of each relevant person. This may be extended to 208 weeks in certain circumstances.
Carer’s leave may be taken as a continuous block of leave, or broken into shorter periods of leave.
Where the leave is broken down, the Employer may require the Employee to return to work for a period of 6 weeks between periods of leave.
Carer's Leave Act 2001
The Carer's Leave Act 2001 sets out to permit Employees to avail of unpaid leave from employment for the purposes of providing full time care and attention to a person requiring it.
To be eligible for leave the Employee must:
- have completed one year of service, and
- be approved by the Department of Social Protection to provide full-time care to the person requiring it.
Without approval from the Department of Social Protection an Employee may not commence Carer’s leave.
An Employee may avail of up to 104 weeks’ Carer’s leave in respect of each relevant person. This may be extended to 208 weeks in certain circumstances.
Carer’s leave may be taken as a continuous block of leave, or broken into shorter periods of leave.
Where the leave is broken down, the Employer may require the Employee to return to work for a period of 6 weeks between periods of leave.
RSS Feed
