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Great Place to Work® Ireland published an insightful blog summarising Catherine's recent webinar presentation where she provided an in-depth overview and clear guidance on how to prepare for the recent and upcoming changes to employment law in Ireland. These updates are crucial for businesses and HR professionals to understand.📖 Make sure you’re informed and ready to comply by clicking on the link below 👉 https://lnkd.in/diwZBxq9 #EmploymentLaw #HRUpdates #LegalCompliance #HRConsultancy #TeamAction

For many, becoming a manager is a career milestone, but it is important to recognise the immense responsibility that comes with this role. Managers are the leaders who guide, develop, and inspire teams to achieve shared goals, which is no easy feat. Today, on 𝐖𝐨𝐫𝐥𝐝 𝐌𝐚𝐧𝐚𝐠𝐞𝐫'𝐬 𝐃𝐚𝐲, we take a moment to appreciate their dedication and hard work. 👏 Being a manager means balancing both administrative and leadership duties, taking responsibility for the team's performance, supporting good communication and providing direction. Whether they manage a small group in a local business or lead several teams in a large company, the skills required are many: leadership, communication, decision-making, people management and many more. These skills are honed daily, often behind the scenes. The requirements can be demanding, and it is important to acknowledge that managers, like everyone else, face challenges and pressures in their roles. Despite this, they continually strive to lead, motivate, and support their teams with resilience and determination. To all the managers who: ✅ Lead with empathy and strength ✅ Take responsibility ✅ Balance the complexities of their role with grace ✅ Create a culture of trust and collaboration Thank you for your dedication and leadership. Your efforts often go unseen, but they are deeply valued and make a lasting impact on both individuals and organisations. 🌟 #WorldManagersDay #Leadership #Teamwork #Inspiration #Management

Catherine & Sharon are delighted to attend the Donegal Women in Business Network 𝘓𝘦𝘢𝘥𝘪𝘯𝘨 𝘛𝘩𝘦 𝘞𝘢𝘺 - 25𝘵𝘩 𝘈𝘯𝘯𝘪𝘷𝘦𝘳𝘴𝘢𝘳𝘺 𝘌𝘷𝘦𝘯𝘵 in the beautiful Lough Eske Castle 🎉 They are having an amazing afternoon of celebrating the 25th anniversary of Donegal Women in Business, meeting everyone in a wonderful venue and listening to engaging and insightful speakers. 🥂 #DonegalWomeninBusiness #EmpoweringWomen #DWIBN #TeamAction

AI offers significant benefits in recruitment, development, training and boosting employee productivity. However, it also brings ethical concerns related to bias, discrimination and data protection. Therefore, the 𝐄𝐔 𝐀𝐈 𝐀𝐜𝐭, effective 1st August 2024, introduces new obligations for employers using AI in the workplace and categorises AI systems based on the risk they pose. The Act prohibits the use of AI to monitor emotions or categorise individuals based on biometric data in the workplace, except for limited medical or safety reasons. High-risk AI, such as systems used in recruitment and performance management, requires employers to meet specific compliance measures, including transparency, data protection, and monitoring. Limited risk AI, like HR chatbots, must clearly indicate when employees are interacting with AI instead of a human. Key steps for employers include: 1. 𝐈𝐝𝐞𝐧𝐭𝐢𝐟𝐲 𝐀𝐈 𝐒𝐲𝐬𝐭𝐞𝐦𝐬: Understand which AI tools are in use. 2. 𝐀𝐬𝐬𝐞𝐬𝐬 𝐑𝐢𝐬𝐤: Categorise AI systems as prohibited, high-risk, or limited risk. 3. 𝐄𝐧𝐬𝐮𝐫𝐞 𝐂𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞: Update policies, provide training, and maintain transparency with all employees. 4. 𝐕𝐞𝐧𝐝𝐨𝐫 𝐂𝐡𝐞𝐜𝐤𝐬: Verify that your AI suppliers comply with the AI Act. With the EU AI Act becoming official legislation, companies developing and deploying AI-based systems must understand how to comply with it to avoid legal action and substantial fines. #ArtificialIntelligence #Compliance #FutureOfWork #HRConsultancy

Our very own Catherine Monahan Chartered MCIPD had the pleasure of presenting and discussing recent and upcoming changes in employment law while sharing some invaluable tips for employers on how to navigate these changes. Thank you, Marina Rivas and Great Place to Work® Ireland for inviting Catherine to present for a second time - it was an excellent opportunity to share insights and engage with the audience. It was fantastic to see so many attendees showing such interest in the ever-evolving field of employment law.📖 If you missed today's webinar, you can catch the recording via the link below! #Webinar #EmploymentLaw #HR #TeamAction

The landscape of employee retirement and employment law is undergoing significant evolution. As the workforce ages and life expectancy increases, retirement has become a more complex issue, with significant implications for employers. Over the years, there have been critical developments in case law and a surge of new cases that have redefined the rights and obligations surrounding retirement. This surge reflects the growing recognition of retirement as a critical aspect of employment law, requiring careful navigation by employers to avoid legal pitfalls. As the field continues to evolve, staying ahead of these legal developments is essential for employers, ensuring that retirement policies comply with the latest standards and protect the interests of all stakeholders involved. In our latest article, Mislav provides us with a comprehensive review of Retirement Legislation and recent Case Law, an outline of the Code of Practice on Longer Working and an informative overview of what is to come next. Stay informed by reading our full article via the link below. https://lnkd.in/e7HGWzUD

New Regulations under the Employment Permits Act 2024 which were signed this week will come into effect on Monday, September 2nd. The Employment Permits Act 2024 was signed into law by President Higgins on 25 June 2024. The new Act consolidates and updates the existing employment permits law and represents the biggest reform of employment permits legislation since the 2006 Act, creating a more flexible employment permits system better able to respond to the changing needs of the labour market which ensures the protection of permit holders. The Act also introduces a number of new provisions and amendments to further enhance the employment rights and the terms and conditions of employment for those working on an employment permit in the State. It is designed to create a more modern and flexible employment permit system, offering significant benefits to both employers and permit holders alike. In response to ongoing labour needs, employment permit quotas have been extended for two key roles: 𝐇𝐨𝐦𝐞 𝐂𝐚𝐫𝐞𝐫𝐬: A new quota of 500 permits has been allocated to the Home Care sector, acknowledging the critical need for workers in this important sector. 𝐋𝐢𝐧𝐞 𝐖𝐨𝐫𝐤𝐞𝐫𝐬: An additional 250 permits will be issued to Line workers, alleviating pressure on the ESB Networks' overhead line framework contractors and ensuring the necessary skills are available to achieve key Government objectives, including the Climate Action Plan 2023 and Housing for All. The new regulations will help attract international talent to Ireland while safeguarding employee rights and improving conditions for all permit holders. The department’s website provides useful advice and guidance for system users in relation to the new measures which is available at: https://lnkd.in/ds7AEAgS

A recent ruling by the Workplace Relations Commission (WRC) underscores the importance of adhering to fair procedures in dismissal cases, particularly when dealing with vulnerable employees. In this case, an employee with an intellectual disability was dismissed for attempting to steal from colleagues. While the employee admitted her wrongdoing, the WRC found that the dismissal was procedurally unfair due to the absence of key decision-makers at the hearing where they had the onus to prove that the decision was fair. The complainant was awarded €2500 in compensation. The ruling highlights several key points: 𝐏𝐫𝐨𝐜𝐞𝐝𝐮𝐫𝐚𝐥 𝐅𝐚𝐢𝐫𝐧𝐞𝐬𝐬: Employers must ensure that all decision-makers involved in a dismissal are available to present evidence and justify the decision. 𝐌𝐢𝐭𝐢𝐠𝐚𝐭𝐢𝐧𝐠 𝐂𝐢𝐫𝐜𝐮𝐦𝐬𝐭𝐚𝐧𝐜𝐞𝐬: The employee’s personal circumstances and mental health issues were significant factors that the WRC considered when determining the fairness of the dismissal. 𝐏𝐫𝐨𝐩𝐨𝐫𝐭𝐢𝐨𝐧𝐚𝐥𝐢𝐭𝐲: Even in cases of serious misconduct, such as theft, the severity of the sanction must be proportionate and justified. This case serves as a reminder for employers to rigorously follow fair dismissal procedures and consider all relevant factors, including the employee's personal circumstances, to avoid potential disputes and ensure just outcomes. For more information, read the full WRC decision here: https://lnkd.in/d-tzMHse #UnfairDismissal #ProceduralFairness #HRConsultancy #CaseLaw #TeamAction

With the introduction and enactment of the Automatic Enrolment Retirement Savings System Act 2024, Ireland is expected to experience substantial changes in its retirement savings landscape. This landmark legislation seeks to ensure that individuals no longer have to depend solely on the State pension when they retire, addressing the fact that Ireland was the last OECD country without an auto-enrolment or equivalent pension savings scheme. In our latest article, Sharon provides a comprehensive overview of the provisions of the Act, outlining what to expect and, most importantly, how employers should prepare in advance of the new system’s implementation. Explore more by reading our full article via the link below 👇 https://lnkd.in/dptRKzBh #AutoEnrolment #Retirement #Pension #HRConsultancy

A recent and significant decision by the Workplace Relations Commission has important implications for employers handling remote work requests 👇 In the case of 𝘈𝘭𝘪𝘯𝘢 𝘒𝘢𝘳𝘢𝘣𝘬𝘰 𝘷 𝘛𝘪𝘬𝘛𝘰𝘬 𝘛𝘦𝘤𝘩𝘯𝘰𝘭𝘰𝘨𝘺 𝘓𝘵𝘥, the WRC examined how employers should handle remote work requests under the new Code of Practice for Employers and Employees Right to Request Flexible Working and Right to Request Remote Working. The case centred on whether the employer's decision-making process complied with the legal requirements when refusing an employee’s full-time remote work request. The company acknowledged receipt of the remote work request and notified the complainant within the required four-week period that additional time would be needed to consider the request thoroughly. The company then provided a detailed written explanation for its decision to deny the request. During the process, the respondent was able to show that they had carefully balanced the needs of the complainant with the operational requirements of the business, in line with the Code. The WRC ruled in favour of the respondent company, reaffirming that while employees have the right to request flexible or remote work, employers are not obligated to grant it. This decision is also important as it confirms and highlights that the WRC’s role is limited to assessing whether the request was considered fairly and in line with the Code of Practice, not to judge the merits of the decision itself. A key takeaway is that if an employer faces a WRC hearing, they must show they have adhered to the decision-making deadlines specified in the Work Life Balance and Miscellaneous Provisions Act 2023 and have thoroughly considered the request, balancing the needs of both the employer and the employee, in accordance with the Code. While this is the WRC's first reported decision on this issue, it is likely it will not be the last as employers continue to face challenges of managing remote work or enforcing return-to-office policies. If your organisation needs guidance on managing flexible or remote working requests or other HR matters, feel free to contact us at the link below https://lnkd.in/dGDDsFmv #HRConsultancy #RemoteWork #WRCDecision #EmploymentLaw #WorkLifeBalance