Dáil Éireann Debate, Thursday - 28 May 2026
305. Deputy Donna McGettigan asked the Minister for Enterprise, Tourism and Employment the protections for workers who might lose their jobs if data centre expansion pushes out other types of employment; and if he will make a statement on the matter. [40938/26]
Amharc ar fhreagraResearch commissioned by my Department estimates that approximately 20,000 jobs were linked to the construction and operation of data centres in 2024 in Ireland. However, their wider economic importance is significantly greater, underpinning core activities across a broad range of sectors in Ireland. On that basis, it is clear that data centres are key enablers of employment across our economy.
Decisions taken by individual companies regarding employment levels are typically driven by a range of global commercial and strategic factors, including changes in business models, technological developments, and international market conditions.
However, where redundancies are contemplated, Ireland has a robust suite of employment rights legislation in place to protect and support potentially impacted workers.
Under the Redundancy Payments Act 1967, as amended, an employee with more than 2 years’ service who is made redundant may be entitled to a redundancy payment. The statutory redundancy payment is 2 weeks' pay for every year of service plus 1 additional week's pay. This payment is capped at €600 per week.
The Protection of Employment Act 1977, as amended, places obligations on employers proposing collective redundancies, which arise when certain thresholds are met. Employers must carry out a 30-day consultation with employees’ representatives and notify the Minister for Enterprise, Tourism and Employment at least 30 days before the first redundancies take effect.
The Minimum Notice and Terms of Employment Act 1973, as amended, obliges employers to give a certain level of notice to employees prior to dismissal, with the length of such notice depending on the employee’s length of service,
The Unfair Dismissals Act 1977, as amended, protects employees with more than one year’s service from Unfair Dismissals.
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.
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.
Government also provides a range of supports to any employees facing job losses. The Intreo service of the Department of Social Protection can assist with income supports and relevant employment and training opportunities where needed.
