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Sick Leave Act 2022

Improving Sick Leave Policies

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Hall Recruitment. Generalist Recruitment Agency, catering to Permanent, Temporary and Contract positions. Call us today for more info on (01) 633 4040
Employer Resources
11th of January, 2024

Improving Sick Leave Policies: Elevating Employee Benefits Using New Legislation

With the latest update to the Sick Leave Act 2022 (Click here to read), Employees are now entitled to 5 days paid sick leave as of January 2024. This is the first in a chain of upcoming sick leave entitlements for employees for paid time off which will cap at x10 days by 2026.

If your company has yet to establish a sick leave policy, simply adhering to the current legislation might appear cost effective but it’s also a missed opportunity to enhance your company offerings. Creating a robust sick leave policy isn’t just about adhering to legal standards; it’s about nurturing a workplace culture that values employee well-being and builds loyalty. As the landscape of employee rights and expectations shifts, candidates are much more derisive when they choose an employer to work with.

Here are x7 best practices that can transform your sick leave policy into a cornerstone of employee support and satisfaction:

1. Elevate Beyond The Norm

To transcend the ordinary, consider an elevated sick leave policy that truly meets the needs of your workforce. Evaluating your employees’ historical sick leave patterns can be insightful. Often, employees underutilise allocated sick leave due to existing policies that create hurdles. Some policies necessitate managers sending employees home, leading to staff reporting for duty while unwell, potentially spreading illness.
Adapting your policy to align with legislative updates is a step forward. However, simplifying the process for employees to access sick leave demonstrates goodwill towards your team. Creating a policy that allows employees to utilise sick leave without cumbersome procedures fosters a stronger sense of security and support within the workplace. This approach encourages responsible sick leave usage, reducing the risk of contagion and promoting a healthier, more productive workforce.

2. Leveraging Software and Automation

Businesses now have a range of software solutions at their disposal to automate and streamline leave management processes effectively. This technological integration ensures equitable treatment for all employees, eliminating any feelings of unease or scepticism towards favouritism or discrepancies in leave allocation. Among these options are:

  1. Connecteam: This software offers comprehensive leave management features from a mobile device. It provides a quick overview of the people that have requested time off or are currently off work.
  2. Deel: This software integrates with Slack to manage time off.
  3. Replicon: This software is ideal for managing global time off policies and compliance.
  4. RosterElf: This software allows you to request, approve, and track staff time-off with ease. It integrates with Xero to provide live leave balances, and it also helps you manage sick leave and absenteeism.

3. Encourage Use

By encouraging employees to use their sick leave without guilt and emphasising that sick leave is meant for recovery, preventing the spread of illness, and maintaining a healthy workforce, reducing the overall sick leave burden.

4. Flexibility For Employee Well-Being

Allow remote work for mildly ill employees capable of performing tasks from home. Embracing flexibility reflects the changing landscape and acknowledges the importance of health and well-being in today’s work environment.

5. Clarity and Transparency

Craft a clear, detailed, and fair sick leave policy. Specify reporting procedures, paid leave caps, and various types of leaves (e.g., family medical leave) to ensure employees understand their entitlements and responsibilities.

6. Empathy in Policy Writing

Strike a balance between legalities and empathy. Avoid overly strict policies that might hinder employee engagement. Recognise that most employees have valid reasons for taking sick leave and offer accommodations when necessary.

7. Flexible Sick Day Structure

Consider offering half sick days to provide more flexibility. This allows employees to address minor illnesses without exhausting a full sick day and maintains productivity while supporting employee health.

Conclusion

By integrating these best practices into your sick leave policy, you elevate it beyond compliance with legal standards. Utilise the recent legislative changes as a catalyst to enhance your company’s employee benefits package, fostering a workplace culture that values and prioritises employee health and well-being.

Hall Recruitment, with over two decades of experience, has forged robust relationships with our clients based on our unwavering commitment to integrity and our ability to reveal exceptional candidates that precisely meet their requirements.

Our mission at Hall Recruitment is to be the bridge between exceptional talent and rewarding opportunities.
We prioritise a deep understanding of our candidates and actively support them in realising their career aspirations.
We diligently uphold our commitment to presenting only those candidates whom we believe will best fit the positions offered, respecting both our candidates’ ambitions and our clients’ needs.
Through a foundation of integrity, expertise, and unwavering dedication, we aim to be the trusted partner in fostering professional success and enduring connections.

If you are interested in our services or have a position to be filled, please click the image below to explore further.

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Understanding Sick Leave: A Guide for Employees

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Hall Recruitment. Generalist Recruitment Agency, catering to Permanent, Temporary and Contract positions. Call us today for more info on (01) 633 4040
Candidate Resources
9th of January, 2024

Understanding Sick Leave: A Guide for Employees

Sick leave is a crucial provision designed to safeguard your well-being in the workplace. With the recent updates to the Sick Leave Act 2022, it’s essential to grasp its purpose and navigate the process of requesting this leave from your employer effectively.

Purpose of Sick Leave:

The primary aim of sick leave is to ensure that employees can take time off work when they are unwell without facing financial strain. It’s a vital mechanism to prioritise your health, recover adequately, and prevent the spread of illness in the workplace. The recent amendments have extended entitlements to provide more comprehensive support for employees during times of sickness.

Approaching Your Employer:

When requesting sick leave, communication and adherence to company policies are key. Here’s a guide on how to approach this conversation:

  1. Early Communication: Inform your employer about your illness as soon as possible. Be clear about your symptoms, expected recovery time, and how it might impact your work responsibilities.
  2. Follow Company Protocol: Understand your company’s sick leave policy. Check if there are specific procedures or forms to complete when requesting sick leave and adhere to them.
  3. Provide Documentation: As per the recent amendments, a valid medical certificate from a licensed healthcare practitioner is essential. Ensure you provide this documentation promptly.
  4. Be Professional: Maintain professionalism in your communication. Be honest about your condition and emphasise your commitment to returning to work once you’ve recovered.
  5. Discuss Handover of Duties: If feasible, discuss how your tasks can be managed in your absence. Offer to assist in delegating responsibilities or providing necessary information for a smooth transition.
  6. Stay in Touch: Keep your employer updated on your recovery progress and estimated return to work date. It shows your commitment to staying informed and maintaining a good working relationship.

Remember, sick leave is a benefit designed to support you during challenging times. It’s essential to use it responsibly and only when genuinely necessary.

The Misconception of Sick Leave: Dispelling the “Extra Vacation” Myth

While sick leave is a fundamental provision in the realm of employment benefits, a common misconception has emerged – the belief that it’s akin to additional annual leave, encouraging individuals to use it simply because it’s available. However, it’s crucial to highlight that this perspective misunderstands the core purpose of sick leave as defined by legislation.

Sick leave isn’t an extended holiday or an opportunity to maximise time off work; it exists to protect your health and well-being when you’re genuinely unwell. Its intent is to ensure you have the necessary support to recover without financial strain and to prevent the spread of illness in the workplace.

The recent amendments to the Sick Leave Act 2022 (Click Here to Read: Changes to Sick Leave Act 2022) further reinforce this purpose by offering enhanced entitlements for employees during periods of sickness. Therefore, viewing sick leave as a surplus benefit to exploit misinterprets its intended function.

Why was this legislation not in place earlier?

The implementation of a mandatory sick pay scheme in Ireland, via the Sick Leave Act 2022, marked a significant shift in the country’s approach to supporting workers during illness. For years, Ireland relied on voluntary sick pay arrangements varying across sectors, company sizes, and employee bargaining power. The nation’s robust social welfare system provided illness benefits, and stringent employment protection laws prevented dismissals due to sick leave, barring cases of incapacity or misconduct. Despite economic challenges in the past decade, including the global financial crisis and the COVID-19 pandemic, Ireland’s fiscal constraints and political will deterred the introduction of new social policies. However, the pandemic starkly underscored the necessity for a statutory sick pay system, as workers faced income loss or health risks when sick. The Sick Leave Act 2022 emerged as part of the government’s response to the pandemic, aiming to align Ireland with European and international standards on workers’ rights while addressing the critical need for structured sick pay.

Conclusion:

When seeking sick leave, the key is clarity and professionalism in your approach. Early communication with your employer, following company protocols, and providing necessary documentation are paramount. Maintaining a professional demeanour, discussing the handover of duties if possible, and staying in touch throughout your absence are crucial elements. Remember, sick leave is a benefit designed to assist you during challenging times, not an extra vacation. Understanding the nuances of asking for sick leave ensures a smoother process for both you and your employer. By approaching it responsibly, you contribute to a workplace culture that values well-being. These simple yet significant steps form the backbone of a considerate and effective sick leave request.

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.

Looking for a new career opportunity Click Below

Hall Recruitment Job Board. Find the latest positions here!
Are you looking for a new career opportunity? Head over to our job board now. We work exclusively with clients who champion our believes for positive and diverse work culture and environments.

Changes to Sick Leave Act 2022

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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.

Looking for a new career opportunity Click Below

Hall Recruitment Job Board. Find the latest positions here!
Are you looking for a new career opportunity? Head over to our job board now. We work exclusively with clients who champion our believes for positive and diverse work culture and environments.