Dáil Éireann Debate, Tuesday - 17 June 2025
352. Deputy Emer Currie asked the Minister for Enterprise, Tourism and Employment the supports available to employers and employees to promote remote and flexible working; and if he will make a statement on the matter. [31902/25]
View answer349. Deputy Emer Currie asked the Minister for Enterprise, Tourism and Employment if his Department will consider introducing incentives for employers to offer remote and hybrid working options to employees with young children, long commutes, or disabilities; and if he will make a statement on the matter. [31897/25]
View answer350. Deputy Emer Currie asked the Minister for Enterprise, Tourism and Employment if he plans to bring forward legislation to incentivise remote and hybrid working in the private sector during the lifetime of this Government; and if he will make a statement on the matter. [31898/25]
View answerI propose to take Questions Nos. 352, 349 and 350 together.
There has been a significant long-term shift in attitudes to remote work, and flexible working arrangements more broadly, amongst both employers and workers throughout the country since the pandemic. Acceptance of remote, hybrid and flexible working is high, and the evidence suggests that they are here to stay.
The Work Life Balance Act 2023, which establishes the right to request remote working for all workers- along with the right of parents and carers to request other forms of flexible working arrangement - and initiatives such as the National Remote Work Strategy, reflect the Government’s commitment to facilitating these changes in a way which maximises their economic, social and environmental benefits. Development and delivery of the National Remote Strategy was overseen by the Remote Work Interdepartmental Group, based in my Department.
Programme for Government 2025, Securing Ireland’s Future, re-affirms this commitment to promoting flexible working arrangements that benefit both workers and employers.
Remote working, and the adoption of flexible working arrangements more generally, represent a significant opportunity for creating a more inclusive labour market and society, particularly for women, people with caring responsibilities, people returning to the workforce, older people and people with disabilities, people living in rural Ireland and people with long commutes. This in turn provides employers with access to a larger talent pool, with remote and flexible working options representing powerful tools for staff recruitment and retention which improves labour market performance overall.
It is also worth emphasising the contribution of flexible and remote working arrangements to achieving Ireland’s record levels of female labour force participation and in turn high employment rates.
In terms of Ireland’s evolving suite of policies and supports for remote and flexible working for employees and employers, I would highlight the following:
• The right to request a remote working arrangement for all employees was commenced through the Work Life Balance and Miscellaneous Provisions Act 2023 on 6 March 2024. Employers are obliged to have regard to the Code of Practice and the other requirements of the Act when considering requests for remote working. Employees have recourse to the Workplace Relations Commission if the employer fails to comply with the legislation. Providing a right to request supports and facilitates remote working in Ireland, and at the same time, supports a productive and competitive business environment.
• There are provisions in the legislation for the remote working aspects of the Act to be reviewed not earlier than one year and not later than two years after the commencement of the legislation. Therefore, as required by the legislation, my Department will be carrying out a review of the operation of the right to request remote working provisions of the Act by March 2026.
• Similarly, a review on the Right to Request Flexible working for parents and carers is to take place in the coming year. This review will also examine the feasibility of extending the right to request flexible working to all workers. Officials in the Department of Children, Disability and Equality are in the early stages of planning the review. The Department of Children, Disability and Equality is also currently developing the next Whole of Government National Strategy for Women and Girls. Within the new Strategy, and the Action Plan that is to follow, the Government will seek to address the gendered norms in caring responsibilities and promote and extend the range of supports available, such as flexible working and family leaves.
• The Code of Practice on the Right to Disconnect was introduced April 2021 by the WRC, followed by an enhanced income tax deduction amounting to 30 percent of heat, electricity and broadband expenses for people working from home announced in Budget 2022.
• My Department continues to update its Guidance for Working Remotely webpage for employees and employers to support the safe and successful adoption of remote working practices.
• In addition, the Government co-funds remote work skills training programmes, such as Leading and Hybrid Remote Teams provided by Laois Offaly ETB and Grow Remote, and The FORWARD Programme which provides SMEs personalised support to design, implement, and sustain effective remote work practices.
• The Government's commitment to promoting remote work is also evident through initiatives like the National Hub Network, facilitated by Connected Hubs. This initiative plays a vital role in supporting the National Remote Work Strategy by providing accessible, well-equipped remote working spaces throughout Ireland. With 383 hubs across the country, and plans to expand to 400 by the end of 2025, Connected Hubs is helping to build vibrant local economies, revitalising communities and offering diverse services to remote workers, SMEs, and start-ups. These hubs are essential in enhancing labour market participation and promoting sustainable, flexible work options in line with Government policy.
• The Connected Hubs network is a key driver in Ireland’s push to support remote work and regional development. Aligned with policies like Our Rural Future and the forthcoming National Hub Strategy, the initiative empowers individuals to work remotely while staying rooted in their communities. Hubs provide essential infrastructure and services, from co-working spaces and conference facilities to specialist resources like podcast studios and maker spaces. Beyond workspace provision, they offer vital business supports such as mentoring, start-up accelerators, and sector-specific programmes. By promoting innovation and collaboration, Connected Hubs is shaping the future of work while contributing to balanced regional growth and sustainable development across Ireland.
• Connected Hubs also plays an instrumental role in enabling more inclusive participation in the workforce. By offering high-quality remote workspaces close to home, the network helps remove barriers that often prevent people from entering or remaining in employment, particularly those with disabilities, carers, and individuals with limited access to transport. This aligns with ongoing government commitments, including the doubling of the public sector employment target for people with disabilities to 6% by 2025. Through proximity-based workspace provision, Connected Hubs can support public and private sector organisations in meeting these inclusion objectives, while also stimulating local economies and reducing emissions through reduced commuting.
• Ireland's Digital Connectivity Strategy sets ambitious targets for the continued development of the digital infrastructure which enables successful remote working in Ireland. These targets include providing a Gigabit network to all households and businesses in Ireland by 2028 and access to 5G in all populated areas by 2030. The Programme for Government sets a number of targets which include the completion of the installation of high-speed fibre broadband to 1.1 million people, including homes, farms, and businesses nationwide, by 2026.
Future trends in relation to remote and flexible working are difficult to predict and will be in influenced by many factors, including the preferences of employers and employees, labour market conditions and the evolution of Ireland’s enterprise base. However, I have am confident that remote and flexible working-underpinned by Government policy and investment- will be permanent features of working life in Ireland, with significant benefits in terms of labour market performance and inclusivity, productivity, international competitiveness, regional balance and job quality.
