In December 2019 the Department of Business, Enterprise and Innovation published Remote Work in Ireland,
a report on the prevalence and types of remote working solutions in Ireland, the attitudes towards them and influencing factors for employees and employers when engaging with these solutions.
The Remote Work in Ireland report found a need for national guidance for employers seeking to engage with remote working solutions. Following its publication, DBEI committed to the production of this guidance.
Much has changed since the publication of the report. Amid the COVID-19 crisis those who could conceivably work from home have been encouraged to do so, resulting in an unprecedented instance of mass homeworking. In addition to the existing guidance in place, new guidance was been released from a number of sources to advise employers and employees on the practicalities of short-term homeworking.
The Remote Work in Ireland
report found that the term ‘remote work’ can refer to a wide range of different working arrangements.
The definition used for this research, has been taken from the 2020 European Framework Agreement as:
a form of organising and/or performing work, using information technology, in context of an employment contract/relationship, where work, which could also be performed at the employer’s premises, is carried out away from those premises on a regular basis’.
Remote working includes both working from home or working from another location that is not your office, for example:
an enterprise, innovation or community hub
a co-working space
working while travelling
a mixture of locations, for example home/office, home/hub, office/hub
What we are consulting on
The Remote Work in Ireland
report found that employers and employees needed more guidance in order to increase the uptake of remote working.
In particular the report highlighted the areas of:
We want to know how we can further build on this guidance by addressing key areas of concern for employers and employees when it comes to remote working.
is the current guidance suitable?
does the current guidance provide clarity?
how could the current guidance be improved?
are there further areas on which employers need guidance?
are there further areas on which employees need guidance?
What the government will do with your responses
The information we receive will be used to shape public policy on remote working. We will use the insights and feedback arising from your submissions to further refine Remote Working Guidance for employers and employees.
Have your say
Make a written submission by email or post. The closing date for receipt of submissions is 7 August.