Ireland: Employment and HR

A comprehensive review of six significant Irish employment law decisions from September 2026, examining critical issues including redundancy during protected leave, settlement agreement enforcement...

In a recent determination by the Irish Tax Appeals Commission (Ref 94TACD2026) dated 23 June 2026, the Appeal Commissioner (“AC”) rejected an appeal by an independent contractor who claimed he should be correctly classified...

It may come to light that an employee who once had the right to work in Ireland may no longer have such permission. For example, they may have forgotten to apply for a renewal of their immigration permission before it expired or they may not be able to provide evidence of their immigration status during a repeat right to work check. These scenarios may produce a heart-in-mouth moment for a manager or HR.

Employers face growing challenges in supporting neurodivergent employees, with up to 20% of the global population potentially affected by conditions like ASD, ADHD, and dyslexia. Irish law mandates reasonable accommodations under the Employment Equality Acts, but what constitutes appropriate measures and when does the burden become disproportionate? Recent case law reveals the narrow interpretation of employer defenses and the significant financial consequences of failing to properly assess and implement wo

Employment law and immigration law intersect with discrimination protections in complex ways, particularly around right to work requirements and recruitment policies. This article examines how Irish employers can navigate these overlapping legal frameworks while managing the practical challenges of hiring non-EEA nationals who require employment permits.

The Pay Transparency Directive (Directive) aims to strengthen the principle of equal pay for equal work or work of equal value between men and women and expands upon current Gender Pay Gap (GPG) reporting requirements. Pay transparency measures introduced by the Directive will empower workers to access information to challenge pay inequality within an organisation.

The Tax Appeals Commission has ruled on a case involving pension arrears paid years after they were earned, determining how such lump-sum payments should be taxed under Irish law. The decision addresses whether backdated pension payments should be taxed in the year they relate to or the year they are actually received, with significant implications for taxpayers receiving delayed retirement benefits.

Under this Act, if an employee has an employment contract with a mandatory retirement age that is lower than the State pension age (currently 66) (State Pension Age), the employee has the right to notify their employer that they do not consent to retire at that earlier age. The Workplace Relations Commission (WRC) has also updated its Code of Practice on Longer Working (Code) to reflect what employers and employees need to do under the Act.

Arthur Cox's Pensions Group provides a comprehensive summer update covering critical developments in Irish pensions law, including the commencement of the Employment (Contractual Retirement Ages) Act 2025, new automatic enrolment regulations, enhanced XBRL reporting requirements, and significant updates from the Pensions Authority, Revenue, and recent case law that will impact how pension schemes operate and how trustees fulfill their governance obligations.

Poor handling of a reference request can increase an employer's financial exposure where it contributes to a former employee's ongoing loss following an unfair dismissal.

A comprehensive review of six significant Irish employment law decisions from September 2026, examining critical issues including redundancy during protected leave, settlement agreement enforcement...

It may come to light that an employee who once had the right to work in Ireland may no longer have such permission. For example, they may have forgotten to apply for a renewal of their immigration permission before it expired or they may not be able to provide evidence of their immigration status during a repeat right to work check. These scenarios may produce a heart-in-mouth moment for a manager or HR.