Welcome to the latest issue of the Employer Resources Newsletter, where you will find in-depth and expertly researched and written articles (courtesy of Adare Human Resource Management) covering key areas of employment law and best practice.
If there are any specific topics you would like covered in this publication, please forward your suggestions to Thomas McDonagh of Adare Human Resources Management: tmcdonagh@adarehrm.ie.
If there are any specific topics you would like covered in this publication, please forward your suggestions to Thomas McDonagh of Adare Human Resources Management: tmcdonagh@adarehrm.ie.
Newsletter Content:
- Employment Case Law – each month we review a number of interesting employment law cases and consider their implications for organisations. This month we look at Bullying, Harassment and Sexual Harassment: Key Considerations. Read more >>>
- Workplace Relations Commission (WRC) Decisions – each month we look at and review the decisions from the WRC. This provides a valuable insight into the types of discrimination cases before the WRC and the decisions that are issued. Read more >>>
- What to Keep an Eye Out For – what is new, changing, potentially changing or what you may have missed. Read more >>>
Did you Know?
Collective Redundancy
A collective redundancy means the dismissal for redundancy reasons over any period of 30 consecutive days of at least:
The Act also provides that an Employer contemplating collective redundancies must, with a view to reaching an agreement, similarly consult the representatives of the Employees affected not later than 30 days before the first dismissal takes effect.
Collective Redundancy
A collective redundancy means the dismissal for redundancy reasons over any period of 30 consecutive days of at least:
- five persons in an establishment normally employing more than 20 and less than 50 Employees.
- ten persons in an establishment normally employing at least 50 but less than 100 Employees.
- ten per cent of the number of Employees in an establishment normally employing at least 100 but less than 300 Employees.
- thirty persons in an establishment normally employing 300 or more Employees.
The Act also provides that an Employer contemplating collective redundancies must, with a view to reaching an agreement, similarly consult the representatives of the Employees affected not later than 30 days before the first dismissal takes effect.
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