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Employers may refuse if they can demonstrate a reasonable business justification, such as undue hardship or a significant impact on operations.

A written request outlining the proposed changes, reasons behind the request, and the potential benefits to both the employee and the business is recommended.

Employees with at least 26 weeks of continuous service can request flexible working arrangements. Employers must consider these requests reasonably and provide a written response within 90 days.

Within the first 5 days of starting a job, your employer must give you part of your ‘written statement of terms of employment’. This written statement must include the core terms of employment (such as how your pay is calculated). Within 1 month of starting the job, your employer must give you the remaining terms of your employment in writing (such as your entitlement to annual leave).

Any significant changes require mutual consent; unilateral modifications may be considered a breach of contract.

An employment contract should detail the job title, salary, working hours, probation period, notice period, leave entitlements, and any additional benefits.

Notice periods depend on the employee’s length of service, as prescribed by Irish employment law. Consideration should also be given for the notice clause contained within the employees contract.

Employers must follow fair procedures including proper consultation, clear selection criteria, appropriate notice periods, and provision of redundancy payments when applicable.

Check the timeline in the policy, if there is one abide by that. If not, employers are encouraged to resolve grievances promptly, typically within a few weeks, while keeping the employee informed throughout the process.

Employees should follow their organisation’s grievance procedure by formally submitting the issue to the appropriate person, such as their manager or HR.

A fair process includes a clear disciplinary policy, a thorough investigation, a formal hearing for the employee to respond, and a written explanation of the decision.

Unfair dismissal occurs when an employee is terminated without a fair process or sufficient justification. Employers must follow proper disciplinary procedures.

Employees may file a claim with the Workplace Relations Commission within the statutory time limits if they feel the dismissal was unjust.

Eligible employees may take up to 26 weeks of parental leave per child, subject to meeting the eligibility criteria and providing proper notice.

Carryover policies vary by employer; however, Irish law permits a certain amount of unused leave to be carried over if mutually agreed upon.

Full-time employees are generally entitled to at least four weeks of paid annual leave, with part-time leave calculated on a pro-rata basis.

Pay reviews are generally based on performance, market conditions, and the specific role, and these should be clearly communicated to employees.

The national minimum wage is set by the government and is subject to periodic review; employers must ensure they meet or exceed this rate.

HR data must be managed in compliance with GDPR, ensuring that employee information is collected, stored, and processed securely and confidentially.

Confidential information should be accessible only to authorised personnel, encrypted when possible, and subject to regular audits to prevent unauthorised access.

Employers should have clear policies for both short-term and long-term absences, including guidelines for reporting, documentation, and support such as return-to-work interviews.

Effective strategies include promoting employee wellbeing, implementing flexible working arrangements, and proactively addressing issues through open communication and support programs.

Employee absences can result from illness, personal issues, or workplace-related stress. Regular monitoring can help identify patterns that may require intervention.