5 Quick Reads 🤓: 

1. DSAR relief for employers? The ECJ may have eased the pressure... but only a little. 👀
2. AI is speeding up HR paperwork, but could it also be creating new risks? 🤖
3. New laws, key cases and major developments: your Q1 2026 employment law roundup. 📚
4. Ireland's pay transparency rules are taking shape. Here's what employers need to know. 💶
5. The best way to handle workplace conflict? Stop it before it starts. 🔥

And in other news.........if “whistleblowing training” sounds about as exciting as watching paint dry, think again. This Skill Builder with the Protected Disclosures Commissioner, is packed with real life HR dilemmas, practical tips and expert insights that'll keep you on your toes 🚨

1. Case Law Reviews
2. AI and Employment Law
3. Skill Builder for HR: Managing Protected Disclosures
4. Q1 2026 employment law update
5. Recruitment and Retention
6. Pay Transparency Update
7. Employment permit statistics 2026
8. Auto-enrolment
9. DSARs
10. Childcare
11. Updated Employment Agencies List
12. Just In Case You Missed It....
13. HR Developments
14. Employment News in the Media
15. Free Webinars This Month 

Paula Caro Almohalla v Academic Bridge Limited ADJ-00057864 

Summary: WRC held that the redundancy was not genuine because the Respondent continued the same work on lower pay and failed to conduct a fair consultation or selection process, making the dismissal unfair and awarding €34,435 compensation.

Practical Guidance for Employers: 

Employers should:

• Not use redundancy as a device to reduce pay and conditions where the underlying work continues. Where roles are abolished but substantially the same work is then offered to new or existing staff on materially inferior terms, the employer risks a finding that the redundancy is not genuine.
  
  
• Avoid implementing key operational changes before consultation concludes or presenting proposals as non-negotiable. A meaningful process requires disclosure of relevant business information, engagement with employee or union responses, consideration of alternatives, and clear records showing that decisions were not predetermined.
  
  
• Use objective selection criteria, a transparent matrix and documented scoring. Any alternative role offered should be genuinely suitable and not simply the same job on worse terms.

 
Read the full Review here.

Designer v Medical and Aesthetics services IR - SC - 00003788 

Summary: Employee had been unfairly dismissed without notice, representation, reasons, or appeal.

Practical Guidance for Employers: 

Employers should:

• Ensure that even short-service, probationary or fixed-term employees are treated fairly before termination. A return-to-work meeting should not be used as a disguised dismissal meeting. If termination is under consideration, the employee should be told in advance, given the reasons, afforded a right to respond, and allowed representation where appropriate.
  
  
• Ensure that disciplinary and performance procedures are in place from the outset of employment. Even where no formal handbook exists, S.I. 146/2000 provides a basic procedural framework requiring fairness, clarity of allegations, an opportunity to respond, impartial decision-making and an appeal mechanism. Absence of a written procedure will not excuse procedural unfairness.
  
  
• Be careful to give consistent, objective and lawful reasons for dismissal. Explanations based on financial difficulty, performance, language ability or preferences for “local” staff can create serious evidential and discrimination risks if not properly documented and justified. Decisions should be based on clear business grounds, supported by records, and communicated in a measured and defensible manner. 
  
  

Read the full Review here.

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These case reviews were written by Patrick Barrett BL.

Patrick's legal education is robust, beginning with a BCL Law Degree from University College Cork (2012-2016), followed by an LL.M in Business Law from the same institution (2016-2017), and culminating in a Barrister-at-Law Degree from The Honorable Society of King’s Inns in Dublin (2019-2021). He has extensive experience on the South-West Circuit, handling Civil, Family, and Criminal Law cases, as well as advising the Citizen Advice Service.  He has worked as an employment consultant, dealing with workplace investigations and bankruptcy procedures.

Remember: Our Irish case law reviews are now held in our case law section on our fully-searchable employment law hub website.

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Young people 'anxious' about job displacement by AI – report

Young people are anxious about job displacement by artificial intelligence (AI), according to new research from the National Youth Council of Ireland (NYCI). The report, which is based on a series of Citizen Youth Juries, recommends stronger protections for entry level work, clearer regulation of AI use by employers, and significant investment in retraining. More from RTE.

Canaries in the coal mine? How AI could reshape work in Ireland

In recent weeks there has been a proliferation of announcements and statements linked to the future of work and the impact of artificial intelligence on the labour force and wider economy. Ireland's economy is heavily reliant on technology companies, which are among those most exposed to developments in AI. So, what’s behind the recent announcements and with artificial intelligence on the rise - are Irish jobs actually on the line? RTÉ has more.

AI-generated HR documentation is leaving employers open to risk?

Research* finds that AI‑generated HR policies miss crucial details that help employers stay consistent, fair, and legally compliant. The findings come from an internal review led by Gemma O’Connor, Head of HR Advisory and Technical Services at BrightHR, who assessed an AI‑written absence management policy produced from a simple prompt. HR Director has more here.

Employer Update: AI in Workforce Practices – Navigating the EU AI Act

Maples set out the key dates and employer obligations here. 

AI for HR Weekly Podcast with Barry Phillips 🎙️

Hub subscribers are beginning to request that our Chairman, Barry covers a particular AI topic in a future podcast. If you have a request, send it to him directly at barry@legal-island.com - he’ll feel like a DJ from the 80s…...🎧

You can tune into the latest episode right here - or, if you’re on the move, why not take us with you?

Listen on all major platforms: 🎧 Spotify or Apple Podcasts

Simply search for “AI for HR Weekly Podcast” and enjoy expert insights anytime, anywhere.

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Q1 2026 employment law update - What you might have missed

Mason, Hayes, Curran set out what you need to know:

• The Employment (Contractual Retirement Ages) Act 2025: The Minister of State at the Department of Enterprise, Tourism and Employment, Alan Dillon has indicated that a commencement order for the Act will be published in Q3 of 2026.
  
• The Protection of Employees (Employers’ Insolvency) (Amendment) Act 2026: This Act was signed by the President on 30 March 2026 and is now law.
  
• Pay transparency: As of the date of writing, the Government has yet to transpose the Pay Transparency Directive ahead of the 7 June 2026 deadline.
  
• Minimum Annual Remuneration (MAR) Threshold changes: Significant changes were made to the MAR salary thresholds for employment permits from 1 March 2026.
  
• Compensation cap set aside: The Workplace Relations Commission (WRC) awarded a job applicant €40,000 for discrimination in a recruitment process. It found that the current statutory cap on compensation of €13,000 for discrimination against job applicants did not provide an effective remedy.
  
• Code of Practice on Access to Part-Time Working: The WRC updated the Code of Practice on Access to Part-Time Working in January 2026.

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New project to support people with convictions in the workplace

RTÉ reports the project is being run by the Chartered Institute of Personnel and Development, the professional body for the HR industry, and Tosú, an organisation that supports people with convictions to build new beginnings and stable futures. The initiative will see HR professionals volunteering to mentor a Tosú client who has a conviction into employment and to support them to navigate the workplace.

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Update on Irish transposition of EU Pay Transparency Directive and centralised Gender Pay Gap portal

The Minister for Children, Disability and Equality has provided a written answer to recent Parliamentary Questions on Ireland’s approach to transposing the EU Pay Transparency Directive. Aisling Muldowney and Kate Heneghan from A&L Goodbody LLP summarise key points here.

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Details of sectors issued with permits from the beginning of the year up until the last day of the previous month:

Accommodation & Food Services Activities – 1100
Health & Social Work – 4204
Information & Communication Activities – 1613

You can find out more here. 

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Workers signed up to State’s auto-enrolment pension scheme can opt out from next month

Hundreds of thousands of workers will be able to choose whether to stick with the State’s new workplace pension scheme from next month. Almost 770,000 workers were compulsorily signed up to the new auto-enrolment scheme on January 1st. It is designed to ensure all workers have a reasonable income in retirement rather than relying solely on the State pension. But, from July 1st, a two-month window opens during which workers paying into the scheme can choose to opt out of the arrangement. More from the Irish Times. 

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ECJ ruling on data subject access requests: Some welcome relief for European employers, or not quite yet?

Irish employers are experiencing an increase in the strategic use of DSARs, particularly in contentious employment situations. Against that backdrop, the recent ECJ judgment on “excessive” requests is timely; it confirms that a first DSAR cannot be dismissed as abusive simply because it is burdensome or linked to a dispute, which aligns closely with the DPC’s established position. For Irish employers, the message is clear: DSARs are a central feature of the employment‑law landscape, and organisations need mature, defensible processes rather than ad‑hoc responses. Squire Batton Boggs has more. 

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Cork businesses losing employees due to shortcomings in childcare

More than a third of Cork businesses have lost staff due to challenges and shortcomings in childcare, pointing to a need for employer-supported childcare models and corporate crèches. A new report by Cork Chamber, which highlighted how gaps in childcare provisions are creating sustained operational challenges for employers across the region. The report also found that 36% said childcare challenges have directly resulted in employees leaving the organisation or declining roles, with 57% saying shortcomings in childcare had a "moderate" or "significant" impact on their workforce. More from the Irish Examiner. 

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You can find the updated Licenced Agencies list as at 01/06/2026 here. 

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The Employment Law Hub is a comprehensive, jurisdiction-specific resource designed for HR professionals, legal advisors, and business leaders. It centralises essential employment law and HR updates, expertly curated and written by leading HR and legal specialists to provide reliable, practical, and authoritative insights. We have over 700+ in depth articles and 1000+ case law reviews. As a subscriber, you have access to all of this. Check it out the full Hub here and below are some recent articles you may have missed.....

Q&A: Collective Redundancies

Collective redundancies can present significant legal and practical challenges for employers. This month's Q&A explores the key requirements under Irish law, including consultation obligations, employee selection processes, notification requirements and redundancy entitlements. The article provides a helpful overview of the steps employers should consider when planning and implementing collective redundancies. Read more from Seán Gunning, Solicitor, and Jeff Greene, Partner, Employment Practice Group, A&L Goodbody LLP.

HR Interview Series: Laura McKee

We interview leading figures in HR to find out about their role, the challenges they face, what winds them up in business and how they wind down. This time, we're putting one of our own in the hot seat as we speak to Laura McKee, Knowledge Partner at Legal Island, about her career journey, professional challenges and what keeps her motivated both inside and outside of work. Read here.

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How do you know when it's time to quit your first job?

At any stage of your career, it can be challenging to know why, when and how to quit. These decisions are especially tough when considering leaving your first "real" job. You've never made the leap, and the stakes can be high. Thankfully, there are signposts that can help. These come in the form of jolts: events that cause us to stop and rethink our relationship with work. More from RTÉ.

How HR leaders can de-escalate conflict before it explodes

Right now, many people are carrying fear, frustration and anger that has very little to do with the conversation happening in front of them. In this environment, leaders need to get better at recognising escalation early, responding calmly and not adding more fire to an already heated interaction. More from HR Director.

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RTÉ reports surgeries could be cancelled next week due to a planned strike by 25 perfusionists, who are members of the Fórsa trade union. Perfusionists are cardiovascular specialists who manage the machines that temporarily take over the work of the heart and lungs during surgery. The Fórsa members, working as perfusionists across five hospital groups, are due to begin a series of work stoppages on Tuesday 9 June in a dispute over pay. More here. 

A horse trading firm based in Sligo has been ordered to pay a former staff member €4,565 over unpaid wages and excessive working hours, the WRC has ruled. Valentine Jevardat De Fombelle took a case against TG Sporthorses Ltd where she worked as a yard rider/groom. According to the WRC, the complainant said she was not provided with payslips, despite requesting them from her employer so she could work out her hourly rate, and that she worked on average 60 hours a week including Sundays without receiving the requisite payment. The Irish Examiner has more on this story.

The Irish Times reports a company executive has been awarded her full losses of €60,000 after spending six months out of work as the WRC found she was “undoubtedly caused difficulty” in her job hunt by her ex-employer’s “unreasonable” failure to tell her why she was let go. The WRC has directed Horizon Controls Ltd to pay its former chief financial officer, Helen Nason, the sum as compensation under the Unfair Dismissals Act 1977 for termination-related losses. Read here. 

SIPTU members employed in RTÉ have voted overwhelmingly in favour of taking industrial action if there is any further outsourcing of production or roles at the national broadcaster. In a ballot, the results of which were released today (Tuesday, 2nd June), the vote was 85% to 15% in favour of proposals for industrial action if management attempts to implement any further outsourcing of roles and production responsibilities. SIPTU organises approximately 600 RTÉ staff carrying out a wide variety of roles. More here. 

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Employee Data: What ROI & NI Employers Must Collect, Keep, and Delete

If you missed Crystel Robbins Rynne, CEO of HRLocker's webinar on Wednesday 3 June, you can catch up here.  

Crystel walked us through the full employee journey, from job ads to post‑employment in respect of employee data. She gave real‑world insight into what you can collect, what you shouldn’t keep, and how long each record can stay on file.

Check out previous discussions:
Legal Island's Webinar & Podcasts

Enjoy the weekend!

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