Work-Life Balance and Miscellaneous Provisions Bill 2022, the implications for employers.

Free Webinar on the new Work Life Balance Bill

Title: Preparing Credit Unions, Multinationals, and SMEs for the Work-Life Balance and Miscellaneous Provisions Bill 2022

The Irish government’s new Work-Life Balance and Miscellaneous Provisions Bill 2022 (Bill 92 of 2022), which has passed all stages in the Oireachtas, presents unique challenges and opportunities for businesses across various sectors, including multinationals, credit unions, and small to medium-sized enterprises (SMEs) across every sector. 

In this blog, we’ll discuss how these organisations can prepare for the changes this bill will bring, focusing on work-life balance, flexible working arrangements, and HR policy adjustments.


The Bill provides for the introduction of new rights for employees to support a better balance of family life and work life, including the right to request flexible working and the right to request remote working.

The Bill also provides extra unpaid leave for medical reasons for parents and carers and seeks to support those who are victims of domestic violence with 5 days paid leave, among other things.

The Bill will now go to the President to be signed into law.

In summary, the Work Life Balance and Miscellaneous Provisions Bill 2022 introduces:

  • The right to request flexible working for parents and carers
  • The right to request remote working for all employees
  • 5 days unpaid leave for medical care purposes for parents of children under 12, and carers
  • 5 days paid leave for victims of domestic violence
  • 2 years breastfeeding breaks

Work-Life Balance:

The new legislation emphasises the importance of work-life balance for employees, which is a critical factor in attracting and retaining top talent. Businesses of all sizes should assess their current work-life balance initiatives and consider implementing new policies and programs to support employees’ personal and professional lives. This can include offering flexible work schedules, promoting mental health and well-being programs, and providing additional support for parents and caregivers.

Flexible Working Arrangements:

As the new bill supports flexible working arrangements, organisations should review their existing policies to ensure compliance with the legislation. This includes updating guidelines for remote work, offering part-time or compressed work schedules, and providing job-sharing opportunities. By doing so, businesses can accommodate the diverse needs of their employees and create a more inclusive work environment.

For credit unions and SMEs, this may involve investing in technology and resources to support remote work, while multinationals should ensure consistent policies across their global locations. Organisations should also prioritise effective communication and collaboration among remote and on-site employees, ensuring that everyone remains connected and engaged.

Working from Home:

A significant aspect of the Work-Life Balance Bill is the introduction of flexible working arrangements, which include working from home. As more employees seek the flexibility to work remotely, businesses must adapt their HR policies and practices to accommodate these changes.

Companies should evaluate their infrastructure and determine the necessary tools and resources to support remote work. This includes providing the right technology, ensuring data security, and establishing clear communication channels. Employers should also review their performance management systems to ensure that they are suitable for remote working environments.

HR Policy Adjustments:

To prepare for the changes brought by the Work-Life Balance and Miscellaneous Provisions Bill 2022, multinationals, credit unions, and SMEs should evaluate their HR policies and procedures to ensure compliance.

This includes updating parental leave policies, addressing flexible working arrangements, updating the maternity leave policy, updating or creating a new leave policy for domestic violence, and updating/creating a policy for unpaid leave for parents and carers, and revising other relevant areas mentioned in the bill.

Organisations should also invest in training and development for HR professionals and managers to navigate the new legislation effectively. Training can include:

  • Workshops on managing remote teams.
  • Promoting work-life balance.
  • Understanding the legal implications of the new bill.


In conclusion, The Work-Life Balance and Miscellaneous Provisions Bill 2022 presents a significant opportunity for businesses to reassess their workplace policies and practices. 

Organisations can foster a more inclusive, productive, and engaged workforce by proactively preparing for the changes this bill will bring. At CollierBroderick, we specialise in delivering practical and performance-enhancing solutions for a wide range of industries, including credit unions, multinationals, and SMEs. 

Contact us today to learn how we can support your organisation in navigating these new regulations and creating a more supportive work environment or join our free webinar on the topic presented by Employment Law Expert, Cara Jane Walsh, link to enrol below. 


Next Steps

If you are an employer and have any questions, please contact your CollierBroderick HR Advisor, call us on 01 8666426contact us, or email us on