The Work Life Balance Act, which went into effect in April 2023, includes the workplace entitlements.

It is mandatory for both employers and workers to consider the code of practice when evaluating requests for remote work arrangements.

Employers who terminate a flexible working arrangement must also take the code into consideration.

The code will be admissible in evidence in proceedings before a court, the Labour Court, or the WRC. Employees may bring a disagreement to the WRC in the event that an employer fails to satisfy their responsibilities under the Act.

The WRC collaborated with employer representative organisations and trade unions to draft the code of practice.

Minister of Enterprise, Trade, and Employment Simon Coveney said, “I am happy to announce that the right to request remote working arrangements is now available to all employees.”

“Remote working became a new norm for many employers and employees in the wake of Covid-19 and it is clear it is here to stay.”

“This Government committed to facilitating and supporting remote working, to reduce our time commuting and to enable families to spend more time together,” he stated.

Roderic O'Gorman, Minister for Children, Equality, Disability, Integration, and Youth, praised the start of the regulations pertaining to the opportunity to seek flexible work schedules.

“Under this Act alone employees can now avail of breastfeeding breaks for two years, five days leave for medical care purposes, as well as five days domestic violence leave which is a hugely significant development for those who are experiencing domestic violence,” Mr O'Gorman stated.

“The commencement today of the right to flexible working for parents and carers also marks the final step in the transposition of the EU Work Life Balance Directive.”

The European Commission forewarned Ireland in November 2023 that failure to adequately transpose the directive would result in a fine.

The Workplace Relations Commission's Director General, Audrey Cahill, stated that the code of practice follows the legislation and offers advice to both employers and employees on how to handle requests for remote or flexible work schedules.

“I wish to acknowledge the assistance of ICTU and Ibec for their collaboration during the process, to ensure that the extensive stakeholder information was factored into the Code to produce the comprehensive final version that we believe will support all those to whom it is relevant,” said Ms. Cahill.