HR Buddy Blog

Workplace investigations can be difficult for both employers and employees, particularly when disciplinary action may follow. Having a clear, fair process in place is essential. In this video, Damien McCarthy, Colin Ryan and Patrick Scanlon discuss how employers should approach workplace investigations and why fair procedures matter. They cover the WRC Code of Practice, the principles of natural justice and the rights employees have during an investigation. The team also explains the key stages of a workplace investigation, from setting

The global workforce is evolving rapidly, and Employer of Record (EOR) services have become essential for organisations looking to hire talent across borders without establishing legal entities in every market. Whether you’re scaling a remote team or expanding into new territories, choosing the right EOR partner can streamline compliance, reduce administrative burden, and accelerate growth. This guide examines the ten leading EOR providers, helping you evaluate which solution best fits your international hiring strategy. Quick Comparison Table Company Headquarters Geographic

Complaints The report shows that complaints to the WRC remained high, with 10,559 complaint applications recorded during the year, representing a 44% increase on the previous reporting year. The data available from the report details the most common complaint areas and outlines where HR controls are most needed. The most common complaint areas were disputes regarding: Pay Unfair dismissal Equality Terms and Conditions Working Hours Industrial Relations disputes This is instructive because the complaint trends show that issues are often

What Is the Directive trying to achieve? The EU Pay Transparency Directive was approved in June 2023 with one core ambition: close the gender pay gap by making pay structures more open, both inside organisations and during the hiring process. The rules require employers to ensure equal pay for equal work, share salary information with job candidates before any discussion of pay takes place, prohibit questions about pay history at interview, and give employees the right to request gender-disaggregated pay

For Irish HR leaders, 2026 is shaping up to be the year that Employer of Record services stop being a niche solution and start becoming core infrastructure. Whether you are running people ops for a Dublin scale-up, managing a rewards function for a multinational with its EMEA hub in Cork, or handling mobility for a Limerick-based manufacturer expanding into new markets, the EOR landscape has shifted underneath you. Here is what is changing, and why it matters for how you

Expanding into the Irish market in 2026 offers immense opportunities, but it also comes with a unique set of compliance hurdles. From managing the new €14.15 national minimum wage to navigating new pension auto-enrolment (as of January 2026), international businesses need more than just a software platform—they need a local partner. HR Buddy has emerged as a top-tier Employer of Record (EOR) provider, specifically recognised for its deep-rooted expertise in the Republic of Ireland. What Makes HR Buddy the Local

The right to request remote working and the right to request flexible working under the Work Life Balance Act require a code of practice. This code of practice is currently under development at the Workplace Relations Commission.

From Monday, 27 November 2023, it will be a legal requirement for employers to offer up to five days of paid leave over a period of 12 months to employees affected by domestic violence.

A Christmas party can be a great team-building opportunity, especially this year when there is an opportunity to meet and socialise without restrictions for the first time in four years. Many may still be working hybrid or remotely, something that was not as common pre-covid. Also, after “normal” Christmas parties taking place were so cruelly taken away from us over the last few years, many are now looking forward to the opportunity this year.

Generally, in Ireland, relationships between colleagues and consensual romantic or sexual relationships between work colleagues is an area that is not covered by employment legislation and an area that is not widely dealt with by many employers or their workplace policies.

However, in recent times, more high-profile organisations globally have had trouble in this area and there is nothing stopping any organisation from implementing their own tailored company policies that deal with protocol for when there would be relationships between work colleagues.

The Protected Disclosures (Amendment) Act 2022 – the legal landscape of protected disclosures, often referred to as ‘whistleblowing’. From 17 December 2023, the Act expands the scope of the protections for those who make protected disclosures and places new and enhanced obligations on organisations with more than 50 employees

The plan for paid sick leave is as follows:
· 3 sick days per calendar year in 2023;
· 5 days per calendar year in 2024;
· 7 days per calendar year in 2025;
· 10 days per calendar year in 2026.

Career cushioning

“Career cushioning” — another term borrowed from the world of dating — means cushioning for whatever comes next in the economy and job market, taking actions to keep your options open.

Career cushioning is the end of year term for 2022, in light of high profile lay-offs in the tech world and continuing worry of the cost-of-living crisis and threat of a possible recession. The worker’s reaction is to create a safety net or a back-up if it all goes wrong.

Every year there appears to be great confusion about public holiday entitlements of workers at Christmas time.

Christmas Day, St Stephen’s Day and New Year’s Day are public holidays.
Even when a public holiday falls on a day which is not a ‘normal working day’ for that business (for example, on Saturday or Sunday), employees are still entitled to benefit for that public holiday.

a very competitive labour market is obviously leading to this and it can be very frustrating and costly for the employer who invests time in the recruitment process and onboarding of a new hire and but only then for the potential candidate or even successful candidate cutting off all contact!

Gen Z in the Workplace

The WHO predicted this peak-time summer season wave and unfortunately strategic plans have not been put in place by government to help businesses and to help employers. There needs to be a long-term plan for small businesses to able to cope with the continued shockwaves of covid. The introduction of Covid supports to Businesses now needs to be a very real consideration as the Covid impact is still there and it is eroding turnover and the bottom line,

Two new codes of practice
1.The Code of Practice on Equal Pay provides employers, trade unions and employees with practical guidance on the right to equal pay, how to eliminate pay inequality, and how to resolve pay disputes.

2.The Code of Practice on Sexual Harassment and Harassment at Work sets out what is meant by employment-related sexual harassment and harassment and outlines how it can be prevented.