At MployUs, we deliver practical, compliant HR solutions tailored to Irish employment law. From auto-enrolment pensions to TUPE transfers, we support businesses through every stage of the employee lifecycle.
Ireland’s My Future Fund auto-enrolment scheme is set to begin on 30 September 2025, requiring private sector employers to automatically enrol workers who are not already members of a pension scheme. Contributions to the fund will be made by both employers and employees, with employees having the option to opt out after six months if they choose. Mployus provides expert guidance and hands-on support to help businesses navigate the setup and ongoing management of the scheme. We ensure your business stays fully compliant with the new requirements while helping you communicate clearly and effectively with your staff about their pension options and rights.
Disciplinary and grievance procedures are essential HR tools for managing workplace issues fairly. They provide a clear framework for addressing employee misconduct, underperformance, and complaints in a way that protects both the employee's rights and the employer’s obligations. In Ireland, these procedures are governed by the Unfair Dismissals Acts 1977–2015 and the Workplace Relations Commission (WRC) Code of Practice on Grievance and Disciplinary Procedures, which set out the minimum standards for fair and lawful handling of such matters.. We assist organisations in developing and implementing effective disciplinary and grievance procedures that comply with Irish employment law. Our HR support ensures these processes are clearly defined and practically applied within the workplace. We also provide guidance to managers and HR teams to help them handle issues confidently and fairly, reducing the risk of disputes, claims, or reputational damage while promoting a culture of transparency and accountability.
Terms and conditions of employment form the foundation of the employer-employee relationship, clearly outlining the rights, responsibilities, and expectations of both parties. In Ireland, employers are legally required under the Terms of Employment (Information) Acts 1994–2014 to provide employees with a written statement of core terms within 5 days of the employee starting, and the remaining terms within one month. This documentation is essential not only for compliance but also for promoting transparency and trust in the workplace. We support employers in drafting employment contracts that are comprehensive and fully compliant with Irish legislation. Our HR expertise ensures that all required information—such as pay, hours, job duties, leave entitlements, and termination terms—is accurately captured. By putting strong, well-structured contracts in place, organisations can reduce legal risks, avoid misunderstandings, and create a solid framework for managing the employment relationship effectively.
Employee policies and procedures play a critical role in shaping workplace behaviour and promoting a fair and respectful environment. In Ireland, these policies must comply with key legislation such as the Employment Equality Acts 1998–2015, which prohibit discrimination and support equality in all aspects of employment. Clear and well-communicated policies help ensure consistency in how issues are managed, while also reinforcing the organisation’s values and legal responsibilities. We work closely with employers to develop customised employee handbooks and workplace policies that reflect Irish employment law and best practice. From codes of conduct and anti-discrimination policies to grievance, disciplinary, and remote working procedures, we ensure each policy is practical, legally compliant, and aligned with your organisational culture. Our HR support helps create a transparent and inclusive environment where both employers and employees can thrive.
Redundancy occurs when an employee's position is no longer needed due to business changes such as restructuring, downsizing, or closure. In Ireland, the process is governed by the Redundancy Payments Acts 1967–2014, which set out employees’ entitlements and employers’ obligations. A fair and legally compliant redundancy process is essential to avoid disputes and to treat affected employees with respect and transparency. At Mployus, we support employers in managing redundancies responsibly and in full compliance with Irish legislation. We provide expert guidance on fair selection criteria, clear communication strategies, and calculation of statutory redundancy entitlements. Our HR approach ensures the process is handled with sensitivity and professionalism, helping to reduce legal risks while preserving trust and morale within the wider workforce.
Effective performance management is essential for driving employee development, improving productivity, and aligning individual contributions with overall business objectives. While there is no specific Irish legislation solely governing performance management, any system implemented must comply with broader employment laws such as the Employment Equality Acts 1998–2015, ensuring fairness, transparency, and non-discrimination throughout the evaluation process. At Mployus, we assist employers in designing and implementing performance management frameworks that are practical, compliant, and aligned with company goals. From setting clear performance expectations and regular feedback mechanisms to structured appraisals and development plans, we help build systems that support continuous improvement, employee engagement, and accountability—while reducing the risk of disputes or claims.
HR investigations are a critical part of managing workplace issues such as misconduct, bullying, discrimination, or grievance complaints. In Ireland, such investigations must be conducted fairly and in line with employment legislation, including the Employment Equality Acts 1998–2015 and the Workplace Relations Act 2015. Ensuring due process and impartiality is essential to protect both the employee's and employer’s rights. At Mployus, we provide expert support in carrying out thorough, objective HR investigations that adhere to Irish legal standards. Whether acting as independent investigators or advising internal HR teams, we ensure each step—from gathering evidence to documenting findings—is handled with professionalism, confidentiality, and fairness. Our approach helps employers manage sensitive issues effectively while reducing the risk of escalation or legal challenges.
Employee statutory rights in Ireland encompass a wide range of legal protections, including minimum wage, rest breaks, paid leave, and sick pay. These rights are primarily governed by legislation such as the National Minimum Wage Act 2000 and the Organisation of Working Time Act 1997, which set out the fundamental entitlements that all employers must provide. Ensuring compliance with these laws is essential to promoting fair treatment and avoiding legal disputes. We support employers in understanding and meeting their obligations under Irish employment law. We offer clear, practical guidance on statutory entitlements, helping businesses implement compliant policies and procedures that protect both the organisation and its workforce. Our HR expertise ensures a fair, transparent, and legally sound working environment for all employees.
The Transfer of Undertakings (Protection of Employment) Regulations 2003 (TUPE) safeguard employees’ rights when a business or part of it is transferred to a new employer. These regulations ensure that employees maintain their existing terms and conditions of employment during mergers, acquisitions, or outsourcing arrangements. Employers must engage in proper consultation and follow legal procedures to remain compliant. At Mployus, we provide expert HR support to help businesses navigate the complexities of TUPE in Ireland. We assist in managing the smooth transfer of employee contracts, advising on consultation obligations, and ensuring full compliance with employment law—protecting both employee rights and employer interests throughout the process.
Working arrangements, including working hours, breaks, and flexible scheduling, are regulated under the Organisation of Working Time Act 1997 in Ireland. These regulations ensure that employees receive appropriate rest periods and that working time limits are respected, supporting both health and safety and work-life balance. At Mployus, we assist businesses in designing and implementing working arrangements that comply fully with Irish employment law. Our advice helps employers establish clear policies that not only meet legal obligations but also promote productivity and enhance employee wellbeing, creating a positive and balanced workplace environment.
Reducing absenteeism is essential for maintaining a productive and efficient workforce. In Ireland, while there is no specific legislation solely addressing absenteeism, the Workplace Relations Commission (WRC) provides guidelines and best practices for managing employee absence fairly and consistently, taking into account statutory rights and health considerations. At Mployus, we support businesses in developing and implementing effective absence management strategies tailored to their workforce. Our approach ensures compliance with Irish employment law, promotes employee wellbeing, and helps minimise disruption, ultimately fostering a healthier and more engaged workplace.
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