Dáil Éireann Debate, Tuesday - 28 April 2026
188. Deputy Barry Ward asked the Minister for Enterprise, Tourism and Employment the position regarding any initiatives being considered to promote hybrid work practices in private businesses in the context of worsening traffic congestion and increased fuel costs for commuters; and if he will make a statement on the matter. [29989/26]
View answerThe Government recognises the potential of remote and hybrid working to help tackle traffic congestion in our towns and cities, thereby reducing time and money spent on commuting in the context of increased fuel prices, improving work-life balance and contributing to the achievement of Ireland’s ambitions climate action goals.
Remote and hybrid working also 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. This in turn provides employers with access to a larger talent pool, with remote and hybrid options represent powerful tools for staff recruitment and retention.
The most recent data from the Central Statistics Office show that nearly a million persons were working from home (either usually or sometimes) in the fourth quarter of 2025 - a figure which has remained relatively stable since the pandemic.
The Work Life Balance Act 2023 and initiatives such as the National Remote Work Strategy reflect the Government’s commitment to facilitating remote and hybrid working in ways which maximise their economic, social and environmental benefits.
Development and delivery of the 15 actions outlined in the 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 across all sectors.
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. The legislation is accompanied by a Workplace Relations Commission (WRC) Code of Practice which provides practical guidance for employers and employees on how to comply with the legislation.
Under the Act, employers and employees are obliged to have regard to the Code of Practice when considering applications for remote working arrangements. The Act also contains an obligation on the employer to consider both their needs and their employees’ needs when considering a request for a remote working arrangement.
As required by the legislation, my Department recently concluded a review of the operation of the right to request remote working legislation.
The review found that the legislation is highly effective in practice when used, with almost all (94%) of those using their right to request remote work being approved either fully or partially. However, the report highlights that public awareness of the legislative right remains low, with fewer than half of employees aware of their right to request remote work. Awareness is particularly low in rural areas, and knowledge of the Workplace Relations Commission (WRC) Code of Practice on the right to request remote work is lower still.
A number of specific recommendations to further improve the effectiveness and uptake of the legislation, including greater awareness and guidance, will now be put in place to underpin the Government’s continued support for a balanced approach to remote working which benefits employees, employers and communities.
As a result, my Department will launch a targeted national information campaign to raise awareness of the right to request remote working. The WRC will also be requested to revise and strengthen the Code of Practice and to consider a range of elements identified in the review when doing so.
Ensuring that the legislation underpinning remote and flexible work is effective is key to ensuring that their benefits are fully realised.
In addition to our work on the legislation, the Government has developed and introduced an evolving suite of policies and supports for remote working, including:
• The publication of the Code of Practice on the Right to Disconnect by the Workplace Relations Commission in 2021.
• A tax deduction for home working. This was put on a statutory basis from 1 January 2022.
• The National Hub Network, facilitated by the connectedhubs.ie platform, was launched in 2021. Underpinned by significant Government investment, there are currently over 400 facilities across the country on-boarded to the online platform in communities across Ireland.
• The Department of Rural and Community Development and the Gaeltacht, together with my Department, is leading the development of a National Hub Strategy which will inform the future direction of the National Hub Network.
• The Programme for Government also 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.
• The Government also 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.
• Agencies under the aegis of my department are also playing their part in facilitating remote and flexible working. For example, Enterprise Ireland acknowledges the growing importance of flexible and hybrid work arrangements in enhancing business competitiveness, attracting talent, and supporting sustainable growth.
• Enterprise Ireland is actively assisting its private sector clients in adopting hybrid work models through strategic initiatives and funding programmes which support the digital transformation and leadership development within enterprise which underpin successful remote, hybrid and flexible working. Enterprise Ireland-funded enterprise centres also form an important part of the Connected Hubs network.
Finally, I understand the need to monitor the impacts of new ways of working. To this end, my Department is co-funding to the Working in Ireland Survey, undertaken by University College Dublin. This is the second iteration of the Survey, first undertaken in 2021, and aims to interview several thousand persons across Ireland about their experiences of working life - including remote working. I understand that the fieldwork has been completed and that we can expect research output in the coming months.
In addition, the Department of Taoiseach has requested that the National Economic and Social Council (NESC) undertake research into the Evolution and Impact of Remote and Hybrid Working in Ireland. A working group has been established to oversee the research, which is expected be completed in mid-2026.
I think these pieces of research will be a really useful input into the debate which will help inform the direction of remote working policy over the next few years.
