HR Spotlight

Ireland is experiencing a significant skills shortage which is having negative consequences for businesses and the employee experience. This means that the employer solution to employee experience can no longer be a tick the box exercise but must have fundamental people centricities driving the business agenda.

The Linea Work Life Balance Act eBook Series has been developed to support Organisations in navigating this wide-ranging legislation. This complimentary Linea eBook summarises the Remote Working Requests within the Act.

The Linea Work Life Balance Act eBook Series has been developed to support Organisations in navigating this wide-ranging legislation. This complimentary Linea eBook summarises the Flexible Working Arrangements within the Act.

The Linea Work Life Balance Act eBook Series has been developed to support Organisations in navigating this wide-ranging legislation. This complimentary Linea eBook summarises the Leave provisions within the Act.

One of the biggest impacts on the employment market that a number of different sectors are facing today is the decision to reduce headcount and right size the Organisation. Global influencers are now impacting on businesses within Ireland and driving a need to reduce workforces which is leading to the unfortunate uptrend of effecting collective redundancies.

Record keeping is a requirement for all Employers. Organisations amass huge amounts of information in both paper and electronic form. In compliance with Employment Legislation, and in order to demonstrate that Employees are receiving their proper entitlements, an Employer is obliged to maintain certain statutory records, which can be inspected as part of a Workplace Relations Commission (WRC) Inspection.

There can be some common misconceptions held by Organisations in relation to their obligations to Employees who are on Probation. This complimentary e-book provides practical guidance on; - The common misconceptions held by Employers in relation to the Probationary Period; - The risks to be aware of, highlighted by Case Law; and - Practical steps that Organisations can take to mitigate against these risks.

As of December 16th, 2022, the EU Directive on Transparent and Predictable Working Conditions was transposed into legislation amending several pieces of employment legislation and introducing new legal obligations for employers that require immediate attention.

One of the greatest challenges facing Organisations generally is attracting and retaining talented Employees. Implementing effective Employee retention strategies will help create more reasons for Employees to stay. The first step however is to understand why Employees leave.

Part 3 of 3 in our Linea Employment Legislation Series

This resource is a summary of Key Case Law in 2022, giving a practical overview of notable decisions and their significance for Employers. This overview provides clarity and direction for internal HR decision making, and the practical application of HR policies and procedures.

Part 2 of 3 in our Linea Employment Legislation Series

2023 is expected to be another busy year for Employers in terms of keeping abreast of Employment Legislation developments. Understanding anticipated legislative changes and remaining compliant is both time consuming and challenging. Ensuring your policies and procedures are updated as well as your contracts of employment is essential to maintaining compliance.

Part 1 of 3 in our Linea Employment Legislation Series

From the Gender Pay Gap Information Act to the Code of Practice on Harassment and Sexual Harassment, 2022 saw the introduction of a number of new Codes of Practices, Bills and Acts, which Employers need to keep abreast of in order to ensure compliance.

World Menopause Day is an international observance held on the 18th of October every year to promote knowledge about Menopause and the associated impacts on health and wellbeing.

Most Organisations today, regardless of size and location, cannot do without a carefully crafted management succession plan. In order to minimise risks associated with the loss of valuable personnel, Organisations must engage in talent management by first realising the benefits of succession planning.

In the coming months, it is widely expected that the Right to Request to Work Remotely is just one of several legislative changes that the Government will be looking to enact.

Conflict in the workplace is unavoidable. Every workplace has different personalities, backgrounds and opinions so it is inevitable there will be disagreements. However, it’s important to ensure sure these don’t escalate into more serious issues. If its not addressed, workplace conflict leads to disruption within the business, employee absence and a distraction for HR and management.

Earlier this year, the Government agreed the heads of bill for the new remote working legislation (Right to Request Remote Working Bill 2021) which will, for the first time, provide a legal framework around how a request approval or refusal of a request for remote work can be made.

It comes as no surprise to many employers that salaries are on the increase. Our research found that over half of Organisations are increasing salaries in 2022 and, the market is experiencing the highest average increase in years as can be seen in the graph.

Your definitive ‘Guide to Remote and Flexible Ways of Working’. Remote and flexible work practices are now widely acknowledged as a key part of the evolving and agile workplace of the future and the sudden onset of remote working due to the pandemic, has led to a broader acceptance by employers of new ways of working as a viable longer-term possibility.

On the 23rd January 2021, the new “Industrial Relations Act 1990 (Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work) Order 2020 was published. The Code of Practice provides practical guidance on the management of workplace bullying complaints and on the prevention of workplace bullying, in line with the requirements of the Safety, Health and Welfare at Work Act 2005, Section 8(2)(b).

Our Return to Work Checklist will help employers meet the parameters set out in the Protocols, ensuring employers are compliant with the guidance and the Safety, Health & Wellbeing at Work Act, 2005.