Dáil Éireann Debate, Tuesday - 16 June 2026
164. Deputy Richard Boyd Barrett asked the Minister for Enterprise, Tourism and Employment his plans to protect workers against job losses from AI and to ensure that worker rights are protected, in terms of redundancies and trade union protection; and if he will make a statement on the matter. [45623/26]
View answerThe Government recognises that technological advancements such as AI will inevitably bring labour market disruption, as reflected in recent analysis published by the Department of Finance and the ESRI.
Government policy to assist workers to navigate and mitigate the impacts of potential job displacement is clearly set out in the recently published National Digital & AI Strategy, Digital Ireland –Connecting our People, Securing our Future. Central to Digital Ireland is a commitment to support workers in this transition by ensuring access to fit-for-purpose and high-quality upskilling and reskilling opportunities.
My colleague James Lawless, Minister for Further and Higher Education, Research, Innovation and Science is leading on a range of initiatives. Minister Lawless recently held the first National Skills Roundtable, marking the beginning of a national programme of high-level engagements focused on ensuring Ireland has the right skills for a rapidly changing economy. Further actions include enhanced upskilling opportunities with SOLAS and Skillnet, a new online one-stop-shop AI Skilling Platform for employers and individuals, a nationwide Digital and AI skilling campaign and a Roadmap for Technology Skills of the Future. In addition, a new National Skills Observatory will be established to analyse labour market dynamics and skills needs.
Furthermore, there are a range of protections under employment law for employees facing redundancy.
The Redundancy Payments Act 1967, as amended, requires employers to pay a statutory redundancy payment to eligible employees who are being made redundant and have more than 2 years’ service.
The Protection of Employment Act 1977 places obligations on employers proposing collective redundancies, which arise when certain thresholds are met. Employers must carry out a 30-day information and consultation process with employees’ representatives and notify the Minister for Enterprise, Tourism and Employment at least 30 days before the redundancies take effect. The 1977 Act specifies that the consultation with employees’ representatives shall include the possibility of avoiding the proposed redundancies, reducing the number of employees affected or mitigating their consequences.
Where redundancies occur which are outside the parameters of collective redundancies, employers are still legally obliged to conduct the redundancy process fairly and to use reasonable selection criteria in choosing to make people redundant. In accordance with the principles of fair procedures and natural justice, any such process should normally include a consultation with potentially affected employees.
The Government fully supports the right of any worker to join and be active in their trade union. Employees have the right under the Constitution to form associations and trade unions. Under Irish legislation, an employee cannot be discriminated against or dismissed because they are a member of a trade union.
Ireland’s industrial relations system has traditionally been based on a voluntarist model, where collective bargaining is encouraged but not generally compelled by law. In this regard, I published the Government’s Action Plan on Collective Bargaining in November 2025 which includes 22 Actions in support of Collective Bargaining to be delivered over a 3-year period to 2028.
If an employee believes their employment rights have been breached, they can make a complaint to the Workplace Relations Commission under the relevant legislation. In general, complaints to the WRC must be made within 6 months of the alleged breach.
