Introduction
Irish employment law is set to undergo significant changes in 2025, with several key Bills currently progressing through the Oireachtas. These reforms aim to strengthen employee protections, modernise workplace policies, and provide greater clarity for employers.
In this blog, we break down the three most important proposed changes and explain what employers and employees need to know.
1. Paid Leave Under the Pregnancy Loss (Miscellaneous Provisions) Bill 2025
The Pregnancy Loss Bill seeks to introduce new entitlements for employees experiencing the loss of a pregnancy. If enacted, the Bill will provide:
- Five working days of paid leave for employees who experience a pregnancy loss
- Two and a half working days of paid leave for the other parent
- Leave available from the first day of employment
- Entitlements separate from sick leave, maternity leave, or parental leave
- Strong protections — any dismissal, suspension, or notice of termination during this leave would be void
Employers will need to update leave policies and ensure managers handle requests sensitively and confidentially.
2. Greater Protection Under the Employers’ Insolvency (Amendment) Bill 2025
This Bill focuses on protecting employees when employers cease trading without entering formal insolvency, such as liquidation or examinership.
Under the new framework:
- Employees can serve a formal notice if wages or entitlements remain unpaid
- Employers have eight weeks to respond or settle the outstanding amounts
- If unresolved, employees can apply to the Minister for Enterprise to have the employer deemed insolvent
- Once approved, employees gain access to the Social Insurance Fund, ensuring they are not left unpaid
For employers, this underscores the importance of transparent communication and financial planning to avoid potential legal complications.
3. New Rights Under the Employment (Contractual Retirement Ages) Bill 2025
This Bill could change how retirement clauses work in employment contracts. Currently, many contracts specify retirement ages below the State Pension Age (currently 66).
If enacted, the Bill would:
- Allow employees to opt out of retiring at the contractual age if it’s below pensionable age
- Require employees to notify employers in writing if they wish to continue working
- Force employers to provide a written justification if they insist on enforcing contractual retirement
- Impose penalties for non-compliance — up to a Class A fine, 12 months imprisonment, or both
Employers will need to review contracts and prepare updated policies to ensure compliance.
What Employers Should Do Now
- Review and update policies to prepare for new leave entitlements and retirement clauses
- Train managers on handling sensitive requests around pregnancy loss and retirement
- Monitor legislation closely to ensure timely compliance once these Bills become law
Conclusion
2025 will bring meaningful changes to Irish employment law, giving employees stronger rights and requiring employers to adapt workplace policies accordingly.
At Employment Matters, we specialise in helping businesses stay compliant and employees understand their rights. If you’d like expert advice on how these changes may affect you, contact us today.
📞 051 – 841 641 | ✉️ info@employment-matters.ie | 🌐 Employment Matters
