Frequently Asked Questions

HR stands for human resources. The Society for Human Resource Management (SHRM) defines HR management as “the process of managing an organization’s employees to effectively meet an organization’s goals.”  A HR team is ultimately responsible for the full employee experience, from hiring through to termination, resignation, or retirement—and everything in between. 

• Recruitment and retention
• Compensation and benefits management
• Employee satisfaction, engagement, safety, and well-being
• Onboarding and offboarding
• Performance reviews
• Employee rewards and recognition
• Developing and maintaining employee resources i.e. employee handbooks
• Creating company culture
• Employee participation and communication
• Training and development
• Time tracking and attendance
• Employment law compliance

 Employers must ensure the following minimum requirements are met:

1. Terms of employment to be issued within 5 days of commencing the role

2. Written statement of terms (contract) within one month of commencement

3. Comply with  the Organisation of Working Time Act,1997 

4.  Outline provisions for Sunday work and hours

5.  Comply with national minimum wage and allowances

6. Outline deductions from pay which must be outlined in the contract of employment

7.  From 1 December 2022, the Payment of Wages (Amendment) (Tips and Gratuities) Act 2022 introduces new rules as to how employers have to share tips, gratuities and service charges amongst employees. 

8.  Ensure you are compliant with the European Union (Transparent and Predictable Working Conditions) Regulations 2022

9. Protected disclosures act

10. Employment of children and young persons

11. Statutory employment records

12. Ensure employees receive their leave entitlements such as 

• Annual leave
• Sick Leave
• Paternity leave
• Parent's leave
• Parental leave
• Carer's leave
• Adoptive leave
• Maternity leave

13. Public Holiday Entitlement

The above listed requirements are samples of what employers must comply with.

Proper documentation of policies, thorough training and following HR news for changing regulations can help companies stay up to date on their responsibilities and help all employees follow policies and regulations and avoid misconduct. Smaller organization see huge benefit by outsourcing their HR so they can focus on the operation and know their compliance is in expert hands.

The Terms of Employment Information Act, 1994 Act has been amended and revised over time to effect changes to the particulars to be included in statements and to provide for new statements. The substantive changes in this regard were provided in the following legislation:  

• National Minimum Wage Act, 2000 (irishstatutebook.ie)
• Industrial Relations (Amendment) Act 2019 (irishstatutebook.ie)
• Employment (Miscellaneous Provisions) Act 2018 (irishstatutebook.ie)
• Payment of Wages (Amendment)(Tips and Gratuities) Act 2022 (irishstatutebook.ie)
• S.I. No. 686/2022 - European Union (Transparent and Predictable Working Conditions) Regulations 2022 (irishstatutebook.ie)