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Health and safety management is often perceived as a box ticking or compliance exercise that adds no real value to a business. This attitude overlooks the real benefits to be gained by Organisations who take a proactive approach to promoting Employee health and wellbeing. Employers with strong health and safety records enjoy tangible business benefits like fewer accidents, lower insurance premiums, high Employee morale and high productivity. An investment in health and safety is therefore an investment in the overall wellbeing of an Organisation.

The Programme for Government includes a commitment to “review whether the legal provisions surrounding collective redundancies and the liquidation of companies effectively protect the rights of workers.”

This commitment led to the development of the ‘Plan of Action on Collective Redundancies following Insolvency’ which was published in June 2021. The plan of action addressed matters relating to both employment rights and company law and concluded that the existing law be supplemented by way of:

The Employment (Collective Redundancies and Miscellaneous Provisions) and Companies (Amendment) Act 2024 (the Act) quietly came into effect on 1st July 2024. The core aim of this legislation is to bolster the protection of Employees in collective redundancy situations.

Background

The Programme for Government includes a commitment to “review whether the legal provisions surrounding collective redundancies and the liquidation of companies effectively protect the rights of workers.”

Running a successful business involves assessing and controlling risks of various kinds including health and safety hazards. Employers tend to treat their compliance obligations under the Safety, Health and Welfare at Work Act 2005 as a regulatory burden but there are real business benefits to gain from taking a more strategic approach to health and safety compliance. Effective health and safety compliance can foster a more productive work environment, minimise risks, reduce insurance costs and enhance an Organisation’s reputation as a safety conscious Employer. The following guidance includes an explanation of strategic health and safety compliance and how to develop and implement health and safety strategic goals.

Fingal Chamber is advising members about an email phishing scam associating itself with the Chamber. Emails state that they offer Chamber membership information for purchase.

Businesses are being urged not to provide any details to these companies, as it's believed they are spam targeting Chambers of Commerce in different jurisdictions. These emails do not come from an affiliate, partner, or programs associated with the Chamber. Those with questions are asked to contact Fingal Chamber at news@fingalchamber.ie or 01-8900977.

The WRC Inspectorate carries out workplace inspections to ensure Employer compliance with a range of employment laws. In its recently published Annual Report, the WRC highlighted that the inspection service carried out 4,727 workplace inspections in 2023, up from 3,943 in 2022.

Adare’s most recent HR Barometer Series 8.1 included one remarkable figure that highlights the high price Organisations pay to replace Employees.

The research found that the average cost of replacing an Employee in 2024 is €9,461, up over €2,000 from €7,321 in April 2022. The average cost of replacing an Employee in a medium-sized business is €10,092, while for large-sized businesses this figure increases to €11,932.

Adare’s HR Barometer 8.1 has found that while Organisations expect Employee turnover rates to stabilise this year, there has been a notable pivot in Employee retention strategies with less focus on financial incentives and a greater focus on enhancing the overall benefits and reward packages offered to new and existing talent.

Adare Trusted People Partners (formerly Adare Human Resource Management) recently published our HR Barometer report which revealed that 74% of Organisations in Ireland reported experiencing workplace conflict in 2023, representing a notable 5% increase from the previous year. The rise in grievances and disciplinary issues may indicate ongoing challenges related to managing Employee expectations around hybrid and remote working in the post-pandemic era.

The transformative role of artificial intelligence (AI) and digital technologies in reshaping the workforce is profound. Recent IMF analysis suggests that AI could impact nearly 40 percent of global employment, underscoring the significant influence of these technologies. In this article, Adare Human Resource Management analyses The Artificial Intelligence (AI) Act that was passed by the European Parliament on 13th March 2024 and considers the impact of the regulation on Irish businesses and HR professionals need to prepare for upcoming legislation.