Blog

Cybersecurity can sometimes feel like something that only large organisations need to worry about. However, for small and medium-sized businesses, a cyberattack can be particularly disruptive. A compromised email account, ransomware infection or data breach can result in lost productivity, financial costs, reputational damage and, in some cases, the inability to operate as normal.

As we move through Q3 and into Q4, Organisations are likely to be considering bonus entitlements for 2026. One query that is often raised by Organisations is whether Employees who are out on maternity leave are entitled to receive a bonus. While the answer will depend on the terms of the bonus arrangement, this is nonetheless an area where Organisations should proceed with caution.

By the time your annual accounts arrive, it's usually too late to act on the information. The most successful business owners don't wait until year end to understand how they're performing. They know their numbers throughout the year and use them to make faster, better decisions.

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 later in the year, creating operational challenges and placing unnecessary pressure on both Employees and managers.

A mid-year review provides an opportunity to assess leave balances, encourage forward planning and ensure adequate staffing levels are maintained throughout the remainder of the leave year.

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 of sixty-six.

While the Act does not abolish contractual retirement ages, it places new procedural obligations on Organisations and raises the legal threshold for enforcing a contractual retirement 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 are now within the scope of the reporting requirements.

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.

Fingal Chamber is pleased to share the latest Adare Trusted People Partners HR Barometer Pulse Survey Series 10.1, and we are inviting members to participate.

The survey provides valuable benchmarking insights into workforce trends and HR practices across Irish Organisations and is designed to support more informed workforce planning and decision-making for 2026 and beyond.

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 struggling to manage their exposure to increasing non-compliance risks.