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Employment Legislation Changes in 2025: What to Expect
Irish employment law has evolved at a remarkable pace in recent years and 2025 is set to be no different. EU law developments in the areas of AI regulation and pay transparency remain fast moving areas to monitor. The first contributions under the much-anticipated Auto-Enrolment Scheme will commence in September 2025 and existing compliance obligations under gender pay gap reporting legislation will extend to more Organisations.
Key Employment Legislation Changes in 2024: The Year in Review
2024 saw an exceptional number of employment law developments. While many of the changes involved confirmation of signposted increases to existing Employee rights or the commencement of new provisions under existing legislation, there were also notable developments in the areas of pensions and retirement, work permits, maternity leave and the use of NDAs involving allegations of victimisation, discrimination harassment and sexual harassment.
Absence Management: Employment Law Compliance and Atypical Scenarios
Absence management is a critical component of effective human resource management. Proper absence management not only ensures that the workplace runs smoothly but also helps in maintaining Employee morale, productivity, and overall well-being.
Employment Legislation Changes in 2025: What to Expect
Irish employment law has evolved at a remarkable pace in recent years and 2025 is set to be no different. EU law developments in the areas of AI regulation and pay transparency remain fast moving areas to monitor. The first contributions under the much-anticipated Auto-Enrolment Scheme will commence in September 2025 and existing compliance obligations under gender pay gap reporting legislation will extend to more Organisations.
Template Investigation Report
The recent HR Barometer Series 8.1 found that 54% of Organisations observed an increase in the time HR dedicates to managing complaints.
Fixed-Term Contracts – Navigating Rights, Risks and Best Practice
Many Organisations rely on fixed-term workers as part of their operations. Fixed-term or specific purpose contracts of employment are governed by a specific piece of Irish employment law and HR practitioners need to consider a range of compliance and HR issues to minimise the risks around engaging fixed-term workers.
Bullying Allegation: Secondary Informal Procedure Checklist
The Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work introduced an additional step when investigating allegations of bullying - the ‘secondary informal stage.’ Let Linea support your Compliance and Best Practice when Investigating Bullying Allegations.
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