|Collective Bargaining Coverage||44%|
|Proportion of Employees in Unions||31%|
|Principal Level of Collective Bargaining||
union – but other structures are possible and since 2006 these can be triggered by employees
yes: state-owned companies
|Company Board Structure||
Sources: see individual country sections; where a range of figures has been quoted, the lower number has been taken
A series of National Partnership Agreements provided a non-binding framework for pay bargaining from 1987 to 2009. However, the agreementnote1 signed in 2008, was unable to withstand Ireland’s economic crisis, and the country has returned to company level bargaining in the private sector, although in the public sector the government reached agreement with the unions following pay cutsmore ...
There is no statutory system for permanent employee representation in Ireland. Those who work in unionised workplaces – about half the total – have representation though the union. New procedures have been introduced as a result of the EU directive on information and consultation, but they may not make much difference.more ...
Safety representatives, chosen by the employees, are the main channel for representing employees in the area of health and safety in Ireland, although employees can also decide that a joint employer/employee safety committee should be set up. However, it is up to the employees at the workplace to decide how their representatives should be chosen.more ...
The measures taken by the Irish government in the 1990s to develop and improve the statutory and fiscal regulations governing employee financial participation initially led to an increase in the number of profit-sharing and share ownership schemes, though the number later dropped. The current incidence of profit-sharing schemes in private-sector companies with 10 or more employees is currently 11% (according to the “European Company Survey”). The same survey shows that employee share ownership schemes exist in ca. 6% of Irish companies.more ...