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10.5 Parental Leave Act 1998 This Act entitles employees to avail of unpaid leave from employment to enable them to take care of their young children, and for a limited paid leave (force majeure leave) to enable employees to deal with family emergencies resulting from injury or illness of certain family members. matters connected therewith. Furthermore, the Act protects an employee who exercises or proposes to exercise a right under the Maternity Acts, 1994 and 2004, to any form of protective leave or natal care absence. The employee does not have to have 52 weeks continuous service to be covered by the Unfair Dismissal Acts. Parental leave may be taken as a continuous block of 14 weeks in a 12-month period or with agreement of the employer, broken up over a period of time. The leave must be taken before the child is aged 5 years. 10.7 Safety, Health and Welfare at Work (Pregnant Employees) Regulations 2000 Employees are entitled to Force Majeure leave provided it does not exceed 3 days in any 12 consecutive months or 5 days in any 36 consecutive months. The employee is entitled to be paid while on such leave. Generally, employees must have at least one year's continuous service with the employer before s/he is entitled to take parental leave. Where there is less than one year's service, parental leave entitlement is on a pro-rata basis. Each parent has a separate entitlement to parental leave from his or her job. The leave may not be transferred between the parents i.e. the mother's leave may not be transferred to the father or vice versa. Employers may decide to postpone granting parental leave for up to 6 months if it would have substantial adverse effects on business. If that is the case, the employer must do so before a confirmation document is signed. 10.5.1 Notification THE EMPLOYEE MUST: Give written notice of their intention to take parental leave, not later than 6 weeks before commencement of the leave. 10.6 Unfair Dismissal Acts, 1997 - 2001 This Act protects an employee against dismissal on the grounds of pregnancy, giving birth or breast-feeding or for any The Regulations cover employees who (1) are pregnant (2) have recently given birth (3) are breastfeeding and who have notified their employer of their condition. Employers must assess any risk to the employee mentioned in (1) to (3) above from exposure to a hazard. Employers are obliged to inform employees or their safety representatives on the results of hazard assessments carried out in accordance with the regulations and the measures to be taken concerning employee's safety and health. If any risk is found and it is not possible to ensure the safety or health of the employee through protective or preventative measures, then the employer must adjust temporarily the working conditions so that the risk is avoided. If this is not feasible, then the employee must be given health and safety leave. The employee is entitled to be paid by the employer for the first 21 calendar days of health and safety leave granted in any period surrounding a pregnancy. During the remaining leave, the employee will receive a health and safety benefit from Social Welfare. If the circumstances change for the employee such that she is no longer vulnerable to the risk, then she is obliged to inform her employer in writing as soon as is practical. If the employers' circumstances change so that they can offer suitable alternative work, then they may notify the employee and the safety and health leave will terminate 7 days after the employer's notification. page 30
10.8 Disputes Under the Acts Disputes under the Acts go initially to a Rights Commissioner and only on appeal to the Employment Appeals Tribunal and may be appealed to the High Court on a point of law. Disputes in relation to the health and safety regulations are taken to the Health and Safety Authority and on appeal to the civil courts. page 31
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Page 5: Table of Contents 1 Executive Summa
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Page 10 and 11: 3 Employer Childcare Options 3.1 In
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Page 14 and 15: Market Feasibility This includes a
Page 16 and 17: 4 Grants 4.1 Equal Opportunity Chil
Page 18 and 19: employees is exempt from Employer's
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Page 22 and 23: 6.3.2 Measures Penguin measures to
Page 24 and 25: • Lactation support network • P
Page 26 and 27: 7 Case Studies (Medium) 7.1 Botanic
Page 28 and 29: 8 Case Studies (Small) 8.1 Calor Ga
Page 31 and 32: 9 Appendices APPENDIX 1 28 Childca
Page 33: at least four weeks before the day
Page 37 and 38: 11.6 Force Majeure Leave All employ
Page 39 and 40: Contact Details for County and City
Page 41 and 42: 12.1 Other Useful Contacts Contact
Page 43 and 44: c.Child #3 ❑ Under 1 Year ❑ 1 -
Page 45 and 46: 14 Appendix 5: Examples from Best U
Page 47 and 48: last year to a whopping 4,000 from

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