Blog

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 Organisational success.

With external forces like AI and shifts in global trade continuing to impact the workplace, it is becoming imperative for businesses to recognise the positive HR outcomes of strategic investments in Employee resilience and wellbeing. Developing and supporting resilient Employees who are capable of tackling the challenges of the modern workplace has emerged as a key concern for ambitious Organisations.

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 account—it’s a comprehensive approach that includes monitoring receivables, managing outstanding debts, and planning for future payments.

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 businesses preparing to publish a gender pay gap report for the first time this year, this article will explore the key aspects of compliance with the legislation as well as best practice measures around using gender pay gap reporting as a strategic HR tool.

​​​​​​​The risks of failing to investigate complaints properly include reputational harm, and disruption to workplace relations. A poorly managed investigation may also lead to Employee claims and legal proceedings in the Workplace Relations Commission (WRC) or the Labour Court. This article will examine certain key components of a fair workplace investigation and how to mitigate the risk of an Employee submitting a claim to the WRC.

Ireland’s labour market is shifting fast. Employment among 15–64-year-olds has surged to 74.7%, while unemployment increased to 4.9% in July according to the CSO’s latest data with the latter likely driven by economic pressures in certain sectors. On the other hand, the skills shortages persist across technology, financial services, healthcare, and manufacturing. For Irish employers, replacing talent is expensive and increasingly challenging, with a cost of €10,125 per employee reported in the Adare HR Barometer Series 9.1 in 2025.

In today’s hyper-competitive business environment, productivity and high performance are no longer nice-to-have ambitions they are critical factors in any business. Yet, as leaders, we cannot simply declare a desire for better performance and hope it materialises. It must be measured, tracked and managed with the same rigor applied to financial performance.

With global trade agreements being renegotiated and a high number of multinationals operating in Ireland, redundancy announcements have been making more headlines of late. While the circumstances around every reorganisation will vary, it is vital that Employers comply with the relevant laws when making redundancies, particularly when the Employee thresholds for collective redundancy compliance apply. In this article, we examine the technical area of collective redundancy compliance including the key legal obligations and risks that Employers must navigate to avoid making a difficult situation worse.

In today's competitive labour market, attracting and retaining the right people is crucial for organisations striving for long-term success. Adare’s HR Barometer Series 9.1 found that talent retention was the most common HR priority for 2025 with 43% of organisations prioritising retaining employees. Competing businesses are therefore looking for ways to stand out in a market where the demand for highly skilled professionals is at an all-time high. But what does it take to not just attract top talent, but to ensure that the talent you bring in stays engaged, productive, and loyal to your organisation?

In this article, we explore the key strategies that organisations can implement to maximise their attractiveness to key talent, ensuring they don’t just hire well but also build a sustainable, engaged workforce for the future.

Neurodiversity is emerging as a critical element of diversity and inclusion efforts. Developing a neurodiverse workplace not only supports the principle of equal opportunities but it can also strengthen innovation, engagement, and Organisational performance. In addition, as Organisations continue to compete for talent in a tight labour market, those that prioritise neuroinclusion enjoy the benefit of gaining access to a broader, often underutilised, talent pool.