MANDATE TRADE UNION WELCOMES NEW CODE OF PRACTICE ON ACCESS TO PART-TIME WORKING
Friday 23 January 2026Mandate Trade Union Union calls for review by Minister Dillon of 2018 Employment (Miscellaneous Provisions) Act
Mandate Trade Union has today welcomed the introduction of the new Code of Practice on Part-Time Working.
The union’s Assistant General Secretary, Jim Fuery, said that the new code of practice is long overdue considering that it comes nearly 20 years after the introduction of the initial Code in 2006. To avoid such a delay happening again, Mandate is calling on Minister Alan Dillon to conduct an urgent review of the operation of the 2018 Employment (Miscellaneous Provisions) Act.
Mr Fuery explained that, given the high number of part-time workers amongst its members, Mandate believes it’s critically important to emphasise the dual aspect of the revised code – in that it attempts to facilitate not only the movement of workers from full-time to part-time but also the possibility of moving from part-time to full-time work.
“The new Code of Practice references sections of the 2018 Employment (Miscellaneous Provisions) – which Mandate campaigned for – that should assist workers who want to increase their working hours short of attaining full-time status. Indeed, this scenario is specifically envisaged within the revised code and it is to be welcomed because many workers are currently struggling to get employer agreement to increased working hours.
“in relation to reducing working hours, importantly, Section 11 of the Code also protects workers from being penalised when they request such changes to their working hours. Unfortunately, many workers fine that when the seek reduced hours – primarily for work-life balance reasons – certain employers will only consider this if the worker concerned accepts a less desirable shift pattern or duties. This results in the worker either withdrawing their request or, in extreme circumstances, resigning from their job altogether, allowing for the recruitment of new staff on lower rates of pay.
“This is why it is vital that employers are not easily afforded the opportunity to claim that they have complied with the terms of the Code simply by conceding to a reduction of hours: the burden of proof must be high to ensure that such a concession does not have punitive terms attached. Accordingly, the assessment criteria set out for employers to follow in Section 7 of the Code must be strictly adhered to whether the worker is seeking to reduce or increase their hours,” Jim Fuery said.
Mr Fuery added that, given its high levels of female membership, Mandate believes another important issue raised in the Code is the call for employers to review their policies and publish gender-balance data on the take-up of flexible working to promote transparency.
“It is significant that the Code has a provision for a review after three years. Mandate believes that this is an important feature and it should be strictly adhered to. Additionally, given the important relevant linkages that are contained in the Code to the Employment (Miscellaneous Provisions) Act of 2018, this, in our view, presents an appropriate opportunity for a timely review of that piece of legislation also, and we call on Minister Dillon to initiate one without undue delay,” Jim Fuery concluded.
