3 Key Labor Law Developments Employers in Ireland Need to Know About

In 2025, employers in Ireland saw a flurry of government initiatives and legislative actions that have implications for their operations and plans. Here are three key developments employers should be aware of.

• Collective bargaining: In November 2025, Ireland’s government introduced the country’s Action Plan to Promote Collective Bargaining, 2026 – 2030. The plan — which enables Ireland to meet Article 4 of the EU Adequate Minimum Wages Directive — includes proposals for enhanced union access to workplaces, a mandatory mediation window between notice of industrial action and its commencement, and potential financial incentives for collective bargaining.
• Gender pay gap reporting: More organizations must now report their gender pay gap, as the threshold for mandatory reporting was lowered to include employers with fifty or more employees in 2025. This year will likely bring full-scale, mandatory online filing, subject to additional regulations. Regardless, employers must still publish their reports on their websites or make them publicly accessible.
• Pension and retirement changes: Ireland’s auto-enrollment scheme — “My Future Fund” — commenced on January 1, 2026, and will be rolled out in a phased approach. Eligible workers between the ages of 23 and 60 who earn more than €20,000 EUR and are not in a workplace pension scheme will be automatically enrolled, with opt out or suspension possible after six months. And while employers are not responsible for administering the program, they must handle payroll deductions, acquire the necessary software, and manage eligibility with existing schemes. Minimum Pension Contribution Regulations went into force on January 1, 2026. They require a minimum contribution of 3.5%, with 1.5% coming from the employer and the remaining 2% from the employer and/or employee. Contribution rates are lower for temporary or probationary employees.

Organizations in Ireland must also monitor developments with respect to EU directives, including the Pay Transparency and Platform Workers Directives.

• The EU Pay Transparency Directive must be transposed into Ireland’s laws by June 2026, and employers should note that its obligations go beyond current gender pay gap reporting requirements. Related measures will follow, but in the meantime, employers should determine the salary ranges needed for inclusion in job listings and refrain from asking job candidates about their previous or current salaries.
• The EU Platform Workers Directive is due to be implemented in Ireland by December 2026. It introduces a rebuttable presumption of employment in cases where platforms exercise control over their platform workers. This makes it the responsibility of the employer to prove that the worker is genuinely self-employed. The directive will also require more transparency around algorithmic management decisions and strengthen data protection for platform workers.

Employers in Ireland should now ensure they’re prepared for these labor law changes and EU directives to avoid the risk of noncompliance.

Source: Lewis Silkin

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