Pension Auto-Enrolment (Video)

A comprehensive review of six significant Irish employment law decisions from September 2026, examining critical issues including redundancy during protected leave, settlement agreement enforcement...

The Pay Transparency Directive (Directive) aims to strengthen the principle of equal pay for equal work or work of equal value between men and women and expands upon current Gender Pay Gap (GPG) reporting requirements. Pay transparency measures introduced by the Directive will empower workers to access information to challenge pay inequality within an organisation.

The Department of Enterprise, Tourism and Employment (DETE) has unveiled its roadmap to increase minimum annual remuneration (MAR) thresholds across all employment...

As Ireland's large employers increasingly mandate fixed office attendance days, new research reveals how hybrid working is evolving from unrestricted flexibility toward more structured models. With productivity concerns driving policy changes and three-day office weeks emerging as the standard, businesses face the challenge of balancing operational needs with employee wellbeing and retention priorities.

Employers face growing challenges in supporting neurodivergent employees, with up to 20% of the global population potentially affected by conditions like ASD, ADHD, and dyslexia. Irish law mandates reasonable accommodations under the Employment Equality Acts, but what constitutes appropriate measures and when does the burden become disproportionate? Recent case law reveals the narrow interpretation of employer defenses and the significant financial consequences of failing to properly assess and implement wo

Given the recent, well publicised escalation of industrial action by public sector unions, we thought it timely to examine the law governing industrial action in Ireland.

Parliament has approved legislation to change the formula and some parameters for the existing Jobseeker's Benefit, resulting in a higher benefit for most individuals, and to implement a slight increase in employer...

In April 2016, the Pensions Authority published prescribed guidance in relation to the Section 48A procedure under the Pensions Act 1990 (as amended).

Poor handling of a reference request can increase an employer's financial exposure where it contributes to a former employee's ongoing loss following an unfair dismissal.

Irish employers are increasingly exploring the 'PIP or Go' model as an alternative to traditional performance management processes, offering underperforming employees a choice between entering a formal performance improvement plan or accepting an exit package. While this approach can expedite internal processes and reduce administrative burden, it carries significant legal risks including constructive dismissal claims, discrimination allegations, and potential challenges to subsequent dismissal procedures.