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Changes to Sick Leave Act 2022

By

Friday 5th of January 2024

Hall Recruitment. Generalist Recruitment Agency, catering to Permanent, Temporary and Contract positions. Call us today for more info on (01) 633 4040

Employment Legislation

5th of January 2024

Update on Government Employment Legislation: Changes to Sick Leave Act 2022

Dear Employers and Candidates,

We’re thrilled to share the latest update on the Government’s revisions to the Sick Leave Act 2022, effective January 2024. These changes aim to improve employee welfare and ensure fair treatment during health-related absences.

Key Highlights of the Amendment:

Extended Entitlement:
  • Employees with 13 weeks of continuous employment now qualify for five days’ paid sick leave.
Rate of Payment:
  • Eligible employees will receive compensation at 70% of their usual daily earnings, capped at €110 per day.
Documentation Requirement:
  • To access this benefit, employees must provide a valid medical certificate from a licensed healthcare practitioner.

These changes mark a significant move towards prioritising the well-being of our workforce and cultivating a healthier work environment. Employers can now support their staff during illness, fostering higher morale and productivity.

It’s crucial for employers and employees to understand these amendments for compliance and a smooth implementation.

At Hall Recruitment, we’re committed to guiding both employers and candidates through these changes. For further assistance or to understand how these modifications might affect you or your organisation, reach out to us.

Stay updated, stay informed, and let’s continue championing a thriving and supportive employment landscape together.

Warm regards,

C. Murtagh and V. Hall
Directors
Hall Recruitment

At Hall Recruitment, we’re committed to connecting skilled individuals with exceptional roles and career opportunities. Explore our extensive job listings and reach out to our experienced team for personalised guidance. Together, let’s navigate the exciting world of career opportunities and discover the perfect match for your skills and aspirations.

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Increased Cost of Living & The Irish Workforce

By

Blog 10082022

On the 27th July 2022

the Central Statistics Office (CSO) confirmed that the prices for consumer goods and services increased by 9.1% in the year up to June 2022. The CPI findings confirmed that the cost of energy as well as transport related price changes, were the primary drivers for the increased cost of living. Low-income households are now experiencing inflation rates of up to 10.3% compared to 8.2% for the highest income households.

9.1

What does this mean for the Irish workforce?

As a recruitment agency we at Hall Recruitment, have noticed an increase in retired men and women, in the 60+ age category, returning to the workforce as a direct result of the increased cost of living. In an employee market, where >90% of the workforce are looking for a hybrid work environment, for full results see our previous study, this gives employers some hope to fill their office-based vacancies with experienced candidates who may not have previously associated their careers with hybrid or working-from-home (WFH) environments and as a result would be happy to accept an office-based position.

With this influx of mature and highly skilled applicants to the workforce this has the potential to directly effect graduates who are just entering the employment market. Where graduates possess the most relevant qualifications for entry level positions, mature once retired candidates are also targeting these roles. Being out of the workforce for several years they may not be up to date with the latest software or technology required for more senior roles and are therefore willing to adjust their expectations for more junior positions. Employers may choose to hire a mature candidate because of their lifetime of practical work-experience, which unfortunately graduates cannot compete with.

Older Workers

Survey:

In our recent survey we asked the public how they felt about retired individuals returning to the workforce. 100% of the 40-60-year demographic were happy to see retired people return to the workforce. However, 66.67% of 35–39-year demographic felt bad that retirees were forced to return to the workforce due to the increased cost of living and 100% of 30–34-year demographic were undecided about the retirees returning to the workforce at all.

When asked if they felt employers would choose to hire older candidates to younger candidates. 70% of those surveyed felt that employers would prefer to hire younger applicants. This result highlights an age bias amongst our population against hiring mature candidates.  The Harvard Business Review (HBR) concluded in a survey regarding the ageing American workforce

“If you are older, you are likely to be considered less capable, less able to adapt, or less willing to roll up your sleeves and do something new (when compared to) your younge
HBR
Harvard Business Review

However, is this the reality for our mature Irish workforce? The older generations have lived through the rise and fall of the Celtic Tiger, adapted and survived through multiple recessions while raising their families, fought for civil rights and were there at ground zero for the creation of the internet!
The Irish unemployment rate has fallen to 4.8%, as of April 2022. It is an employee market. Whilst desirable, young & highly skilled candidates are holding out for well-paid hybrid or WFH positions. Employers may be delighted to have the option of an experienced mature candidate who is willing to accept an office-based position.

Do you agree with these thoughts?

Let us know in the comments.