strategy statement03 - 05

Reflection on the figures on disputes quoted above demonstrates the success of social partnership in improving the industrial relations climate in Ireland. The series of agreements negotiated since 1987 provided stability and certainty for employers in relation to pay costs while allowing all of the social partners the opportunity to contribute to an agreed strategy for dealing with the issues facing Ireland.

Along with, and complementary to, social partnership, employment rights legislation has an important role to play in promoting labour market stability and minimising conflict. The economic benefits of employment security and agreed employment relationships in terms of co-operative workplace relations, greater internal flexibility, acceptance of technological change, cumulative skills acquisition and greater incentive for investment in human resources are widely recognised and accepted. The employment rights legislative framework has an input in respect of each of these factors, since good working conditions are supportive of productivity and a willingness to embrace change.

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The primary objectives of employment rights legislation are to protect employees against arbitrary or capricious behaviour by employers, to protect the safety and health of workers, and to foster labour market harmony by promoting personnel policies that minimise conflict and maximise fairness. The legislation also aims to protect particular groups such as young workers and to facilitate necessary workforce adjustment by providing established criteria and procedures for conflict resolution via, for example, the Labour Court and the Employment Appeals Tribunal. It also provides for compensation for job losses via the redundancy and insolvency payments schemes.

In recent years, the consensus and partnership approach of consultation and dialogue with the Social Partners and other interested parties has facilitated the Department in providing a modern and relevant body of employment rights, which sets a framework for employment relationships based on minimum standards and required terms.

The rapid pace of economic and social change is impacting strongly on the workplace and creating new challenges. In order to embrace these challenges there is a need for all workplace systems and organisations to become more flexible and innovative. In these changing circumstances, a coherent national strategy for economic and social development can help to ensure that the workplace of the future has the capacity to respond and adapt, in an inclusive manner, through information provision and meaningful consultation.

The Department is fully committed to the social inclusion agenda, in particular from the perspective of growth and development of the labour market. The Department contributed to the recent Review of the National Anti Poverty Strategy under the aegis of the PPF. This involved extensive consultations between the Government, agencies and social partners.

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The Department is now participating in the formulation of the “National Action Plan Against Poverty and Social Inclusion” for the years 2003 – 2005.

The Department also inputs to a number of committees and working groups established to promote and progress social inclusion across Irish society. These include the Interdepartmental Group on Drugs, the Monitoring Committee on Travellers, and the Dublin Employment Pact.

1.11.1Trends in Manufacturing and Internationally Tradable Services

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The macro employment data shown in table one demonstrates the growing importance of the services sector and construction in accounting for overall employment generation. However, given Ireland’s position as a small open economy (SOE) and its dependence on trade, the performance and prospects of the manufacturing and international services sectors continues to deserve particular attention. The traded sector is important as a