Employment Law Ireland

HR directors, HR managers, employment law advisers, employee relations professionals. Anyone who has, or expects to have, responsibility for overseas staff in Ireland

• Comprehensive overview of employment law in Ireland ? a comparative approach
• Take away a working knowledge of Irish employment law and its practical application to real life scenarios
• Learn how to handle HR issues in Ireland successfully
• Be better equipped to advise colleagues on Irish employment law

Positive and informative seminar

—Joanne Reed, Human Resources Manager, Mettler-Toledo Ltd

The course was very useful and enjoyable. I gained clarity in the areas I was unsure of, which will no doubt improve the service I can offer my business units.

—Joanna Schmocker, HR Business Partner (Corporate), Gate Gourmet London Ltd

An enjoyable event with useful information.

—Christine Rice-Millington, HR Executive - Ireland, Orange Business Services

Good overview of Irish Law – Thank you.

—Zoe Knight, Associate Director, HR Business Partner, WestLB AG (London)

Very informative

—Helen Austin, HR Advisor, SSL International

A good solid overview of Irish Employment Law

—Julie Snow, Head of HR, Canopius

Excellent training. Received good understanding of Irish Employment Law

—Mai Meghani, HR Consultant, Orange Business School

I found this event, informative and well put together. The style was very open so if there were questions they were asked and answered as and when needed which was fantastic

—Melissa Woolston, HR Advisor, Kelly Services

Kingsway Hall Hotel
66 Great Queen Street
London
WC2B 5BX

Tel. 0207 309 9100
Email. reservations@kingswayhall.co.uk

Click here here to visit the website.

JSB designed a one-day seminar on Irish employment law due to popular demand in the marketplace. Led by Maura Roe, Partner at William Fry Solicitors in Ireland, this semimar took place in March 2008 and provided HR professionals with an overview of Irish law.

The day started off with a look at where Irish employment law differs to the position in the UK. Key areas of variation include: terminations, industrial relations, statutory leave provisions and TUPE. These areeas were then covered in more detail as the day progressed.

In Ireland there are no set pre-dismissal procedures. The Statutory Code of Practice is used as guidance for grievance and dismissal procedures. Initially, this may sound as if this would make life easier for HR, yet unfortunately the courts do find many dismissals to be procedurally unfair so care must still be taken to conduct disciplinary and grievance procedures by the book.

In the event of redundancy, organisations operating in Ireland must be aware the relevant legislation. Firstly, the selection criteria must be fair. The `last in, first out` ruile works in some workforces but not all. Secondly, the employee must have 104 weeks of continuous service to be entitled to the statutory redundancy payment which is typically 2 weeks pay per year of service plus a single bonus payment (pay is capped at 600 euros a week). In the UK, the consultation period for redundancy is 90 days, where in Ireland consultation does not need to take place until at least 30 days before notice of the first dismissal.

General health and safety regulations do apply to all workplaces and every workplace must have a safety statement. Organisations operating in Ireland do have an obligation to consult on health and safety matters and are subject to criminal penalties if they are found to be in breach of health and safety procedures.