Blog

The EU Pay Transparency Directive must be transposed into Irish law by June 7th. With preparation time running out, Organisations need to move quickly from awareness to action. While most attention to date has focused on gender pay gap reporting obligations, one particular provision is likely to have a more immediate and practical impact on Irish Organisations: the right of Employees to request...

Insights from Adare’s most recent HR Barometer Series 9.2 highlight a clear message: the people agenda is now inseparable from the business agenda. Productivity, resilience, trust, and adaptability are the capabilities that will differentiate high-performing organisations in the years ahead.

Every January, Blue Monday resurfaces as the ‘most depressing day of the year.’ While the scientific merits of the concept itself have been discredited, its annual appearance does serve as a timely reminder of how Employee wellbeing directly influences HR outcomes.

While it’s important to celebrate another successful year, Employers must be mindful of the specific HR and legal risks associated with work-related social events. Inappropriate behaviour remains the most common issue, and incidents that undermine a colleague’s dignity can have serious consequences not only for working relationships but also for an Organisation’s reputation.

As Organisations move toward year-end reviews and look ahead to 2026, data from Adare’s most recent HR Barometer 9.2 reveals that performance management processes are undergoing a major reset. Organisations are redefining what high performance looks like in a labour market shaped by hybrid work, shifting Employee expectations, and increasing pressure on productivity.

The reason a gender pay gap exists varies widely and may be a sectoral issue in one Organisation, overrepresentation of one gender in more senior well-paid roles in another or a lack of family-friendly options for Employees in a separate Organisation. If the payroll data reveals a gender pay gap, Organisations therefore have an opportunity to provide objective reasons why the difference in pay has...

The EU Pay Transparency Directive (the Directive) came into effect at EU level in June 2023. Member states including Ireland have until 7th June 2026 to transpose the Directive into domestic law. The broad aims of the Directive are to ensure Employers adopt fair compensation practices and take action to identify any compliance gaps.

October 10th marks World Mental Health Day each year. The overall objective of World Mental Health Day is to raise awareness of mental health issues and to activate efforts to improve mental health supports. This annual observance provides an opportunity for all stakeholders from Employers to Employees and business partners to highlight the role positive mental health plays in both individual and...

With the tax deadline fast approaching, AIB is supporting businesses to take proactive steps to manage their cashflow effectively and reduce the financial stress associated with this busy period. As annual tax filing obligations loom, the importance of cashflow management becomes increasingly clear for businesses of all sizes. Cashflow management is about more than knowing what’s in your bank...

In 2025, the Employee threshold triggering the requirement to publish a gender pay gap report moves from Organisations with 150 or more Employees to those with 50 or more Employees. According to Department of Children, Disability and Equality estimates, the reduced Employee threshold will bring as many as 6,000 Organisations within the scope of the Gender Pay Gap Information Act 2021. With many...