Companies in the Republic of Ireland need to pay a contribution of employees profits to a national training fund and there are grants to encourage companies to recruit female apprentices; simply 2 of Ireland s employment regulations that global employers need to understand.
The most recent data from Ireland s Central Statistics Office introduced a duration of twelve consecutive months with joblessness rates listed below 10 %. Welcome news certainly for the recovering Celtic Tiger badly wounded in the 2008 crash.
With financial conditions enhancing and investor confidence growing, Sarah Anderson highlights six facts connecting to work law in Ireland
1. Training and advancement in Ireland.
Companies must pay a contribution of 0.7 % of workers revenues to the National Training Fund.
A statutory apprenticeship system uses to craft trades, generally in the engineering, building, motor, electrical and printing industries.
1024px-Right_to_work_campaign_badge,_c.1976There is likewise a national traineeship programme for non-crafts line of works, which combines formal training with the Further Education and Training Authority and workplace coaching with a company for labour market entrants and unemployed individuals.
2. Collective bargaining
While the Irish constitution develops a right for workers to sign up with a trade union, it does not oblige employers to acknowledge a union for cumulative bargaining purposes. I just found a great list of  info please go here .
However, where a company refuses to engage in collective bargaining, there is a statutory system where a trade union might request Labour Court intervention.
The court can not buy the company to engage in collective bargaining, it can in particular circumstances require the employer to enhance pay and conditions, and to introduce or amend conflict resolution and disciplinary procedures.
3. Force majeure leave
Irish workers are entitled to take paid force majeure leave for immediate household factors, owing to an injury or illness to a family member.
The leave might include several days, but can not exceed 3 days in any 12-month period or 5 days in any 36-month period.
4. Equal opportunities in Ireland
Discrimination in work is forbidden by law on 9 grounds, consisting of household status, age and membership of the Traveler community.
The Workplace Relations Commission, which handles claims of discrimination in the very first instance, may award compensation of as much as two years pay. In sex discrimination cases described the Circuit Court, there is no cap on the amount that may be awarded in compensation.

5. Sick pay in Ireland
There is no statutory ill pay scheme nor any obligation on employers to pay workers throughout a period of sickness absence.
However, in practice, many employers do pay their employees their full wages throughout brief absences due to health problem and consequently recover any state advantage paid to the staff member.
6. Unreasonable dismissal
To bring a claim of unreasonable termination, a worker has to usually have one year s constant service with his or her company. The dismissed staff member needs to lodge the claim within 6 months of the termination or in remarkable scenarios within 12 months.