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 Thomas McDonagh of Adare Human Resources Management: tmcdonagh@adarehrm.ie.
If there are any specific topics you would like covered in this publication, please forward your suggestions to Thomas McDonagh of Adare Human Resources Management: tmcdonagh@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 Risk Management and Pregnant Employees. 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?
Unpaid Leave for Carers
The Carer’s Leave Act 2001-2006 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.
The suitability of the Employee to provide care, and the requirements of the person in respect of whom leave is to be taken are determined by a Deciding Officer of the Department of Social Protection.
To be eligible for leave the Employee must:
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.
Unpaid Leave for Carers
The Carer’s Leave Act 2001-2006 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.
The suitability of the Employee to provide care, and the requirements of the person in respect of whom leave is to be taken are determined by a Deciding Officer of the Department of Social Protection.
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.
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.
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