Noemi Aguirre, Author at Laborsphere

Irish Employment Law: Seven Key Developments Employers Should Know

Ireland’s employment law landscape has seen significant movement in recent months. From new retirement legislation to evolving disability protections and AI guidance, here are seven developments that employers operating in Ireland should have on their radar.

Right to Work Beyond Retirement Age

The Employment (Contractual Retirement Ages) Act 2025 (“the 2025 Act”), enacted in December 2025, formally took effect on June 29, 2026. The legislation establishes a new right for employees approaching their contractual retirement age to notify their employer that they do not consent to retiring at that age. Employers must follow a formal notification and response process and objectively justify any decision to retire an employee before the State pension age, which is currently 66.

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Australia’s Fair Work Commission Guidance for Use of Generative AI

On March 24, 2026, Australia’s Fair Work Commission (FWC or Commission) moved to formalize its stance on the use of artificial intelligence by publishing an exposure draft of its proposed Guidance Note: Use of Generative Artificial Intelligence in Commission Cases.

The draft guidance note acknowledges that GenAI tools may be used to assist litigants to produce applications, responses, submissions, witness statements, and other documents for submission to the Commission. However, it also warns that information generated by these tools may be incomplete, inaccurate, or fabricated. President Justice A Hatcher’s statement accompanying the guidance note explains that the draft aims to address the increase in the Commission’s workload due to the use of GenAI tools by potential litigants.

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Key Developments in Mexico: Updates to the Workweek and Overtime

On March 3, 2026, Mexico published a decree reforming its constitution to gradually reduce the workweek from 48 hours to 40 hours. The reform seeks to reduce employee fatigue and occupational accidents by increasing rest time.

As of January 1, 2027, the work schedule will be gradually reduced by two hours, eventually reaching a maximum of 40 hours per week in 2030. The reduction in workweek hours will be implemented as follows:

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Responding to the Vacated FLSA Salary Threshold Rule

Employers should consider the employee relations impact of making any changes, even if permissible, to previously implemented or announced salary increases to maintain the exemption from federal overtime and minimum wage law. Employers may also be required to provide advance notice of any wage change under applicable state law. In this second alert, we answer some FAQs.

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Right to Work Beyond Retirement Age