Ibec's Human Resource Centre provides members with a wealth of online information, guidelines, and over 100 customisable sample documents and policies on human resource and employment law. The information is presented in 13 topics to help employers at every phase of an employee's life cycle whether its starting, during or ending employment.
Starting / Employment
Hiring the right person for the job is one of the most important actions for every employer. Attracting the best candidates and making the correct decision for each role are critical to ever organisation's success. The investment in recruiting the right workforce is significant and it can deliver a high return when it results in a high performing, flexible and agile workforce.
The contract of employment which an employer offers and an employee accepts governs many aspects of the employment relationship. The agreed terms of a contract - be they explicit or implicit - are of paramount importance in determining the rights and duties of both parties.
During / Employment
Each organisation has to develop its own framework for managing its reward and recognition practices and set down its principles for pay and benefits.
Ireland has strong equality legislation that protects employees and those associated with the workplace from discrimination in access to employment and how they are treated during employment.
There are many different types of leave to which an employee may be entitled in the course of employment. An organisation's procedures to manage leave, defining entitlements and approval processes should be made very clear to managers and monitored to ensure consistency and equity.
Attendance at work is a primary requirement for the operation of any business. It is recognised that employee absence often occurs for genuine reasons and the focus in this section is on managing unnecessary and unjustified absence, which can incur a significant cost to the organisation.
A formal performance management process is an indispensable tool to manage individual employee performance, maximise organisational performance and for intervening early with the potential for a smooth transition to disciplinary action, where appropriate.
This section has been designed to guide employers on some of the issues involved in the introduction of family-friendly or work-life balance policies. It discusses the benefits of introducing work-life balance policies as well as describing different flexible working options.
Dealing with grievance and disciplinary matters are a core part of running any business. This section provides the legislative background to grievance and disciplinary procedures as well as best practice guidance in addressing these issues in the workplace.
Transfer of undertakings occur where a business, or part of a business transfers from one owner to another. The Regulations, The European Communities Regulations 2003 are designed to safeguard employee rights in the event of such a transfer, and establish the responsibilities of both the previous and new owners of a business.
Ending / Employment
There is no fixed national retirement age for employees in Ireland. Although there is a statutory retirement age established by law for certain jobs, employers often use the employment contract and company policies to set out the mandatory company retirement age.
The decision to implement redundancies must be viewed objectively and managed professionally, equitably and sensitively. Some employees may be happy to be offered an exit package; most, however, will be deeply affected when they are told that they are losing their jobs.
Termination of employment can be singularly one of the most difficult issues for employers to deal with. Robust policies and procedures are needed to support managers in dealing with a range of situation in a consistent and supportive way.