The ‘Right to Request Remote/Flexible Work’ was introduced just under two months ago.
Since then, the Workplace Relations Commission (WRC) has received five complaints relating to remote/flexible working.
On March 7, the Government published a code of practice drawn up by the WRC.
Employers and employees are obliged to have regard to the code when considering applications for remote working.
Employers must also have regard to the code if terminating a flexible working arrangement.
Workers can refer a dispute to the WRC if an employer fails to fulfill obligations.
Plus, the code of practice will be admissible in evidence in proceedings before a court, the Labour Court, or the WRC.
As of April 23, five people had made complaints to the WRC about remote or flexible working.
A department spokesperson said the complaints will be addressed by the adjudication officer and published on the website.
The code of practice was developed by the WRC, in consultation with trade unions and employer representative bodies.
It covers how requests should be made, the timeframes and notice periods involved, and record-keeping requirements.
An employer who receives a request for remote working must regard the needs of the business as well as the employee needs.
The rights to request remote and flexible working are part of the Work Life Balance Act which was enacted in April 2023.
