To be clear, this Bill is for those who can work remotely. It is not a promise for every role or sector. We know remote work is not feasible for everybody but where it is reasonably practicable, we must make it a worker's right. That is what this Bill seeks to achieve. It is not about forcing the hands of employers or imposing rigid rules. It is about giving employees options, the choice to work remotely where it makes sense while respecting the operational needs of businesses. It is about fairness, clarity and flexibility. The benefits are real and not just for workers. We would have less traffic, less pressure on public transport and early education, a better work-life balance, stronger communities and a more sustainable economy. This Bill puts a simple framework forward around something that already exists and already works in practice. We proved in 2020 that we could do this and we have been continuing to prove it during severe weather warnings which are becoming more frequent. Where remote working is possible, people should have the choice to work from home. Where that choice is given, we can support employers to put the right systems in place so it happens efficiently, responsibly and without risk. This is about common sense and adapting to the world in which we now live. When most people were required to work from home during the pandemic, we saw a profound shift in how families managed care. Remote work changed daily routines but, more importantly, it changed responsibilities. Women's participation in the workforce increased because flexibility gave them a real choice - the choice to go back to or to stay in employment. Their ability to progress and to balance care without being forced out meant their participation increased. At the same time, many men became more involved in everyday care, collecting children from school and crèche, attending appointments and sharing the mental load that had mostly fallen upon women. This was not just a temporary adjustment and it showed what was possible when work was designed around life and not the other way around. Giving families the right to remote work does not reduce productivity but redistributes care, strengthens equality and supports healthier, more resilient families and communities. In my constituency of Dublin Fingal West, a father of four told me that during Covid for the first time in his life he was able to collect his child from crèche. It was his fourth child and yet it was the first time he was able to do the pick-up and drop-off, to stand at the door, to talk to other parents and to be part of the everyday rhythm of care. This was something he missed entirely with his first three children. His company has since continued remote working and this has changed his whole family dynamic for the better. It has allowed him to be a more present parent, to share responsibility at home and to build stronger connections, not just with his child but with his community and with other parents. This Bill does not force remote work. It gives workers the right to remote work and to have their request for an entitlement to remote work and remote working arrangements treated fairly. It is balanced, practical and reflective of the world today. This Bill, proposed by my colleague, Deputy George Lawlor, should be supported because there are no downsides to it. The only downside is the Government's bizarre decision to block it. The Minister and his staff can work remotely. I can work remotely.

Sentiment score: 0.21