European Union (Transparent and Predictable Working Conditions) Regulations, 2022 

• Became law in December 2022 
• Day five statement must now include five more items, including probation period 
• Contract of employment now to be provided within one month and must include: 

    Training details 
    Probation period maximum of 6 months 
    An employer cannot stop an employee from taking up employment with another employer outside of work schedule established with the            first named employer 

• Additional provisions to be provided to employees working abroad

The Work Life Balance and Miscellaneous Bill 2022 

• Code of Practice to follow

1. Right to request remote working 
2. Leave for caring for family members 
3. Flexible working for caring purposes 
4. Domestic violence leave

•  Employees are entitled to five days unpaid leave per calendar year to provide care or support to a family member or person who lives in the same household as the employee. 

Shop owners should update their employee handbooks/policies to reflect the new rights contained in the Act, including the right to request flexible working, remote working, unpaid leave for medical care and paid domestic violence leave.
Click here for more information

Probationary Periods - Main Changes 

• For employees working in the private sector Probation may not exceed six months 
• The six-month cap on probation can only be extended “on an exceptional basis”
• Fixed term contracts - probationary period proportionate to the expected duration of the 
  fixed-term contract and the nature of the work 
• Renewal (same function and tasks) - should not be subject to a probationary period