KPMG Law LLP Ireland’s Post

𝐍𝐞𝐰 𝐖𝐑𝐂 𝐂𝐨𝐝𝐞 𝐨𝐟 𝐏𝐫𝐚𝐜𝐭𝐢𝐜𝐞 𝐨𝐧 𝐀𝐜𝐜𝐞𝐬𝐬 𝐭𝐨 𝐏𝐚𝐫𝐭 𝐓𝐢𝐦𝐞 𝐖𝐨𝐫𝐤 The WRC has published an updated Code of Practice on Access to Part Time Work, providing refreshed guidance under the Protection of Employees (Part Time Work) Act 2001. The Code reflects the growing focus on flexible, modern working arrangements and offers a framework to support fair and transparent access to part time roles. While not legally binding, the Code is a valuable tool for employers when considering requests for part time work and reviewing related workplace policies. KPMG Employment & Immigration team can support organisations in understanding the Code and implementing compliant, practical approaches to flexible work. Read more at: https://lnkd.in/dwqKMhit

𝐍𝐞𝐰 𝐖𝐑𝐂 𝐂𝐨𝐝𝐞 𝐨𝐟 𝐏𝐫𝐚𝐜𝐭𝐢𝐜𝐞 𝐨𝐧 𝐀𝐜𝐜𝐞𝐬𝐬 𝐭𝐨 𝐏𝐚𝐫𝐭 𝐓𝐢𝐦𝐞 𝐖𝐨𝐫𝐤 The WRC has published an updated Code of Practice on Access to Part Time Work, providing refreshed guidance under the Protection of Employees (Part Time Work) Act 2001. The Code reflects the growing focus on flexible, modern working arrangements and offers a framework to support fair and transparent access to part time roles. While not legally binding, the Code is a valuable tool for employers when considering requests for part time work and reviewing related workplace policies. KPMG Employment & Immigration team can support organisations in understanding the Code and implementing compliant, practical approaches to flexible work. Read more at: https://lnkd.in/dygK3sZe

Hybrid work is evolving. As organisations revisit office attendance and flexible work arrangements, hybrid work disputes are increasingly coming before the Fair Work Commission. We’re seeing clearer signals about how hybrid work policies are being tested, how they’re beginning to shape Employment Practices Liability (EPL) exposure, and what that can mean if a dispute escalates. 👉 Read this article on emerging EPL trends: http://spr.ly/6044B6WKee

Hybrid work and EPL risk continue to intersect. Read the article below, or reach out to our Professional & Executive Risk Claims Advocacy team for further clarity.

Here’s everything you need to know about mandatory working time registration. From 1 January 2027, Belgian employers may be required to register employee working hours. While the measure isn't final yet and technical details are still being worked out, now's the time to understand what's coming. The proposal at a glance: ✓ Follows EU Court rulings requiring objective, reliable, and accessible time registration systems ✓ Employers would likely be free to choose the system ✓ Organisations can already prepare by reviewing their current time‑tracking and checking whether their workplace regulations refer to the system. More info: https://okt.to/wxWmac Need help preparing? BDO Advisory can assist with drafting or updating workplace regulations and with stakeholder consultations to help ensure a smooth transition. #labourlaw #employmentlaw #workplaceregulations

Here’s everything you need to know about mandatory working time registration. From 1 January 2027, Belgian employers may be required to register employee working hours. While the measure isn't final yet and technical details are still being worked out, now's the time to understand what's coming. The proposal at a glance: ✓ Follows EU Court rulings requiring objective, reliable, and accessible time registration systems ✓ Employers would likely be free to choose the system ✓ Organisations can already prepare by reviewing their current time‑tracking and checking whether their workplace regulations refer to the system. More info: https://okt.to/fY63T8 Need help preparing? BDO Legal can assist with drafting or updating workplace regulations and with stakeholder consultations to help ensure a smooth transition. #labourlaw #employmentlaw #workplaceregulations

📢 The Fourth edition of Recent Developments at a Glance is out now! A recent Fair Work Commission decision highlights the risks employers face when managing work-from-home arrangements. With proposed Victorian WFH rights on the horizon, employers should review contracts, policies and consultation processes to try to avoid disputes and ensure directions to return to the office remain lawful and reasonable. This latest edition covers: 🔺The latest developments regarding work-from-home arrangements – including the proposed Victorian legislation. 🔺A case in which the Fair Work Commission upheld a dismissal after an employee refused to comply with a direction to comply with a hybrid work policy. 🔺The importance of consulting staff, explaining business reasons, and considering trials to minimise disputes. 👉 Read the full blog and case summaries here: https://lnkd.in/gzR-M2kH Our Recent Developments at a Glance series is a concise roundup of notable legal cases and news that matter - highlighting noteworthy developments, emerging risks, and cautionary tales with real-world implications. 🔍 Think of it as your quick legal radar check — what’s changing, why it matters, and what to watch next. Follow along as we publish future issues and keep you across the legal landscape clearly, quickly, and without the fluff 💥 ✅ If you would like to stay up to date with our latest blogs and articles, please subscribe to our mailing list: https://lnkd.in/g2GXzeJf #WorkplaceLaw #LegalRadar #RecentLegalDevelopments

🏠 Working from home may be here to stay, but managing it isn’t always straightforward. Our latest Recent Developments at a Glance article looks at a recent decision of the Fair Work Commission confirming that refusing a lawful direction to return to the office can justify dismissal, and explores proposed Victorian reforms that could introduce a right to work from home from September. A timely reminder for employers to check their contracts, hybrid policies and consultation processes are up to date. 💻

When does “work from home” stop being a reasonable accommodation? A recent Fourth Circuit decision sheds light on when employers can lawfully say “no” to remote work requests under the ADA—an issue more relevant than ever as workplace expectations continue to shift. Learn what this case means for employers and HR teams: https://lnkd.in/gqxBcTmK

The Organisation of Economic Co-operation and Development has introduced new guidelines for determining whether a remote employee’s home office amounts to a permanent establishment that attracts tax for a foreign employer. https://lnkd.in/giwawaA9