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As recruitment activity tends to increase in the months ahead, Organisations should ensure their hiring practices are not only effective but legally compliant. Our latest article examines the key employment law considerations in recruitment, including equality, immigration/right to work compliance, GDPR and the upcoming changes that pay transparency will bring to the hiring process.

With the summer now well underway, this is an ideal time for Organisations to review annual leave arrangements and ensure Employees are taking their leave in a balanced and timely manner.

While many Employees will have scheduled summer holidays, others may have taken little or no annual leave to date. If this scenario is left unaddressed, it can result in a significant build-up of untaken leave...

The Employment (Contractual Retirement Ages) Act 2025 came into effect on 29th of June 2026, introducing significant changes to how Organisations manage contractual retirement ages.

The legislation provides eligible Employees with a new statutory right to notify their Employer that they do not consent to retiring at their contractual retirement age where that age is below the State pension age...

While gender pay gap reporting has been in force for a number of years now, any Organisations that have increased their headcount to 50 or more Employees by June 2026 will be required to prepare and publish a gender pay gap report for the first time this year. Employers that have recently expanded their workforce should therefore assess their Employee numbers carefully to determine whether they...

With the 7th of June 2026 deadline for transposing the EU Pay Transparency Directive fast 
approaching, many Organisations are seeking clarity on what the changes will mean in practice 
and when Ireland’s implementing legislation will be published.

The Workplace Relations Commission (WRC) published its 2025 Annual Report in April. This year’s edition highlights a year of intensified enforcement and growing Employee appetite to assert their employment rights. The latest findings from the WRC send a strong a message to Organisations in the context of their employment law compliance which continues to grow more involved with many Organisations...

Recent fuel protests across Ireland created significant disruption for Employers and Employees alike. Many Organisations experienced increased levels of lateness and absence as Employees struggled to access transport or faced extended journey times. While such events are outside an Employee’s control, they present a timely reminder of the importance of having a clear, robust, and consistently...

The EU Pay Transparency Directive represents a significant development in employment regulation, requiring Organisations to take a more structured, transparent, and evidence-based approach to pay.

Organisations will be expected to demonstrate that pay decisions are objective, consistent, and free from gender bias. For many Organisations, this will require a level of documentation, structure...

With the implementation deadline for the EU Pay Transparency Directive fast approaching on 7th of June 2026, one area that Organisations should now be actively focusing on is their recruitment practices. One of the most immediate and practical changes introduced by the Directive is a prohibition on asking job applicants about their current or previous pay. This represents a significant shift for...