Top 5 Reads for Busy HR People: 

1. Ireland unveils AI legislation. 🤖
2. Pay transparency countdown – June 7 is coming. Will Ireland make it? ⏳
3. Redundancies spill the tea – Layoffs expose what bosses never noticed. 👀
4. Dublin pockets extra cash as 12% more disposable income than the rest of Ireland. 💰
5. Case Review: €6,500 win for employee fired during probation for disability. ⚖️

And in other news.................Spruce up your HR toolkit with our new monthly 90-minute online Skill Builder for HR: 6x6 Series - a deep dive into one topic at a time, packed with practical tips and ready-to-use resources, with FREE places available to subscribers (nice perk, right?). You can check out the full list of topics here.

1. Case Law Reviews
2. AI and Employment Law
3. Skill Builder for HR
4. Pay Transparency Update
5. ESRI and Department of Finance publish research on the impact of ageing on productivity growth in Europe
6. Adverse Weather
7. Labour Court to Conduct an Examination into Terms and Conditions of Employment in the Commercial Archaeology Sector
8. Dublin workers earning 12% more disposable income than national average
9. Just In Case You Missed It....
10. HR Developments
11. Employment News in the Media
12. Free Webinars This Month

The Board of Management of Wilson’s Hospital School v Enoch Burke  [2026] IEHC 31

Summary: Enoch Burke was found to be in contempt of court for repeatedly breaching a High Court restraining order, but was granted temporary release to prepare his legal case.

Practical Guidance for Employers: 

Employers should:

• Ensure that disciplinary processes are procedurally fair, transparent, and consistent with contractual and statutory obligations. Decisions should be documented carefully, and employees should be given clear notice of allegations, an opportunity to respond, and access to appeal mechanisms. Where disputes escalate to litigation, employers must strictly comply with court orders and ensure that internal processes align with legal requirements and principles of natural justice.
   
  
• Recognise that protracted disputes can generate significant legal, reputational, and operational risks. Early engagement, clear communication, and proportionate responses to conflict are important. Where an employee acts in defiance of lawful orders, employers should seek timely legal advice and rely on formal enforcement mechanisms rather than informal measures.
   
  
• Finally, organisations should maintain governance structures for handling sensitive disciplinary matters. This includes training decision-makers, ensuring independence in appeal panels, and anticipating potential constitutional or employment-law challenges.

Read the full Review here: The Board of Management of Wilson’s Hospital School v Enoch Burke [2026]

A Sales Assistant v A Large Retail Store ADJ-00057459

Summary: A Sales Assistant was awarded €6,500 after being found to have been discriminatorily dismissed during probation due to her disability, with the employer failing to consider reasonable accommodation.

Practical Guidance for Employers: 

Employers should:

• Recognise that disability under equality legislation is interpreted broadly and may include conditions that fluctuate or interact with temporary illnesses. Where an employee discloses a medical condition or potential disability, employers must treat this as a trigger for further enquiry rather than as incidental information. Decisions taken during probation do not displace statutory equality obligations.
   
  
• Obtain relevant medical information, consult with the employee, and assess whether reasonable accommodation is feasible. This process should be documented carefully and should include consideration of adjustments such as modified duties, flexible scheduling, or probation extension. A failure to engage in this may itself constitute discrimination.
   
  
• Ensure that managers are trained in equality law and in handling health-related issues sensitively and lawfully. Probationary status does not justify bypassing equality obligations; rather, it requires even greater caution where disability issues arise.

Read the full Review here: A Sales Assistant v A Large Retail Store [2026]

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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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Ireland Publishes Blueprint for National AI Enforcement: What the Regulation of Artificial Intelligence Bill 2026 Means for Your Business

The Irish Government has published the General Scheme of the Regulation of Artificial Intelligence Bill 2026 (Scheme), marking the most significant development in Irish AI regulation to date. This legislative blueprint transforms the EU Artificial Intelligence Act into an operational Irish enforcement system capable of imposing penalties reaching 7% of worldwide turnover for the most serious violations. For businesses operating in Ireland as providers, deployers, distributors or importers of AI systems, the publication provides the first detailed view of the legislative and regulatory architecture that will govern AI compliance. William Fry has more here.

Staff training key to companies unlocking productivity potential of AI

Employers are failing to achieve the full benefit of their investment in artificial intelligence (AI) because their staff are not sufficiently trained to exploit the technology, research by international professional services firm EY suggests. The firm’s Work Reimagined survey, which is based on responses from 15,000 employees and 1,500 employers across 29 countries including Ireland, suggests a growing gap between AI investment and the return being seen by companies. More from the Irish Times.

Looking for AI training? 

Legal Island offers a wide range of resources to help HR teams stay informed and confident as AI continues to reshape the world of work. Alongside our seasonal events for HR professionals, we also provide all-staff AI training to help organisations build skills and awareness across their entire workforce.

Keeping up to date with developments in AI is essential as new tools and regulations emerge at speed. Understanding how these changes affect everyday HR responsibilities, from recruitment and performance management to compliance and communication, ensures your organisation can work efficiently, responsibly and with clarity. Find out more here.

AI for HR Weekly Podcast with Barry Phillips 🎙️

This week's episode:

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

Listen on 🎧 Spotify🎧 or 🎧 Apple Podcasts.

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

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Skill Builder for HR: Managing Probation & Performance 

📅Thursday, 26 February 2026
⏰12:30 - 14:00 ( 1 hour 30 mins )
📍Online

Part of the Skill Builder for HR: 6 x 6 series, monthly, 90-minute practical HR and employment law sessions designed exclusively for senior HR professionals and business leaders. Leading HR Consultant, Michelle Halloran guides a practical session focusing on the common issues faced when managing probation periods, practical strategies to overcome them, best practices for handling underperformance, the procedures you must follow, and why getting this right is crucial. More here

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Will Ireland postpone implementation of the Pay Transparency Directive?

Concerns are mounting about Ireland’s capacity to meet the 7 June 2026 deadline for transposing the Pay Transparency Directive. This week, Ibec formally called for a twelve month extension, while Government communications appear focused on reassuring employers.

Here are the key developments:

The deadline remains, but enforcement is likely to be phased

The European Commission has reiterated that all Member States are expected to transpose the Directive by June 2026 and has warned that infringement proceedings may be initiated where deadlines are missed.

At domestic level, the Department of Children, Disability and Equality has taken a more measured stance. It has indicated that employers will not be penalised for failing to have every element of the Directive implemented by June 2026, and that obligations will be introduced on a phased basis.

Legislative progress, but continued uncertainty

While a General Scheme dealing with pre employment pay transparency has been published, the wider Pay Transparency Bill remains in development and does not currently appear to be a legislative priority.

This lack of clarity is increasingly problematic for employers. As Ibec has noted, organisations are being asked to invest time and resources without access to final legislation, detailed guidance, or agreed methodologies.

Policy intent is clear

The Department has been explicit about the objective of the Directive, describing it as a key mechanism to enable workers, particularly women, to enforce equal pay rights through binding transparency measures.

The Government has also confirmed its commitment to full implementation.

In short, phased implementation should not be interpreted as a dilution of obligations. The Pay Transparency Directive will be implemented in full, even if delivery extends beyond June 2026.

Read post by Tom Heys, Pay Reporting Lead at Lewis Silkin LLP here. 

What should employers be doing now?

Preparation is key. Legal Island in partnership with Arthur Cox LLP have a half day event Pay Transparency: Preparing HR on 24th February. Check out the full programme and book your place here.

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Ireland’s ageing population is expected to increase demand for comparatively lower-productivity services such as health and social care. In theory, an increasing share of lower productivity sectors would put downward pressure on overall productivity and, therefore, economic growth. More on this from ESRI.

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People urged to work from home with schools on alert as Met Éireann warns of more rain

Large areas of Ireland remain on alert, with more heavy rain expected on Friday after flooding disrupted travel and public transport in Dublin and across the southeast on Thursday. The National Emergency Coordination Group (NECG) urged people in Dublin, Louth, Wicklow and Waterford, which are all under orange rainfall warnings, to work from home on Friday if possible. The Irish News has the full story.

What is the guidance to employers when employees cant work due to adverse weather conditions?

Extreme and severe weather events can impact on an employee’s ability to report for work and an employer’s ability to operate his/her business and to be able to provide work. The WRC has provided information which may be of assistance where the contract of employment or the statement of terms of employment does not specifically deal with the issue. Read it here. 

And…

Minister Burke confirms Emergency Humanitarian Flooding Support for Impacted Businesses now open

• Impacted businesses can benefit from €100,000 support to cover costs associated with flooding, up from €20,000
• Definition of “small business” will be updated to include enterprises with up to 50 employees, up from 20
• Emphasis will be on getting money to eligible businesses as quickly as possible

The Minister for Enterprise, Tourism and Employment, Peter Burke TD, has received government approval to open the expanded Emergency Humanitarian Flooding Scheme (EHFS). The scheme will support small businesses and community, voluntary and sporting organisations affected by severe flooding, with the previous limit of €20,000 extended to €100,000 to reflect the significant damage caused in the wake of Storm Chandra. Read more here.

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Following receipt of a request pursuant to Section 14 of the Industrial Relations (Amendment) Act 2015 the Labour Court has given public notice of its intention to conduct an examination of the terms and conditions applying to workers in the Commercial Archaeology sector. This could result in a recommendation from the Court for the making by the Minister of a Sectoral Employment Order which could provide for improved legally enforceable minimum terms and conditions of employment in the sector. Any person wishing to make representations in the form of a written submission to do so on or before 17:00 on the 4th of March 2026.

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The disposable income of residents in Dublin City and County was the highest in the country, new figures from the Central Statistics Office (CSO) show. At the other end of the scale, Longford recorded the lowest disposable income per person in the State in 2024. Disposable income in Dublin accounted for €52bn of the State total, which was up 9.9% from 2023, according to the CSO data. Read more 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: How to Manage Workplace Investigations

In recent years, there has been a marked increase in the number of workplace investigations, a trend that shows no sign of abating. It is essential that workplace investigations are conducted thoroughly, fairly and efficiently as failure to do so may result in a flawed process, exposing employers to the risk of potential litigation. Read more from Chris Ryan, Senior Associate, A&L Goodbody LLP.

Dear Caroline, my leader says I need to be more strategic - but how, when I’m so busy?

Welcome to Dear Caroline, our monthly HR advice column. Each month we look at the everyday dilemmas HR teams across Ireland are dealing with from complex investigations and hybrid working headaches to questions about statutory obligations. Caroline Kelly, HR Consultant and Coach brings practical down-to-earth guidance shaped by her years of experience as a HR professional and a genuine understanding of how tricky real working life can be. It is a friendly and reassuring place to turn when HR matters feel a little complicated. In January, she tackled the question: "My leader tells me that I need to be more strategic as an HR partner but the role is so busy! I do not know how or where to start given how busy my working day is." Read her advice here. 

Trials and tribulations of drug testing in the Irish workplace

Drug testing in the Irish workplace is one of those topics that throws up a multitude of considerations for employers. In the absence of a clear statutory framework, employers must assess and grapple with overlapping and competing factors, including employee wellbeing, health and safety obligations, constitutional rights, equality concerns, data protection issues and workplace culture. Aoife Gallagher-Watson, Director, Employment Law, EY Law Ireland gives here expert guidance here.

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Good Time 2026 Hiring Insights Report

While some teams are improving, the broader picture remains sobering: 90% of companies missed their hiring goals, and talent acquisition continues to operate under sustained structural strain.

Other key findings include:

• Scheduling remains the biggest operational tax on hiring (38% of recruiter time)
• Fraudulent or AI-generated candidates have emerged as the #1 threat for 2026
  

You can find out more here. 

Redundancies reveal what firms cannot see about their own workforce

Headlines are attributing job losses to AI, however, redundancies usually begin long before technology becomes the focus. They tend to appear when organisations lose sight of how people, skills and workloads actually fit together. Without clear visibility, it becomes harder to plan, harder to adapt and harder to protect people when pressures rise. HR Director has more on this.

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The Irish arm of retail giant, Tesco has been ordered to pay €12,000 compensation for the unfair dismissal of a long serving worker in a dispute over a missing €20 note. This follows Workplace Relations Commission (WRC) Adjudicator, Gráinne Quinn ordering Tesco Ireland Retail to pay Declan Kavanagh the €12,000 compensation for his unfair dismissal. More from Crime World.

A Cork landscape gardener has been ordered to pay almost €12,000 in compensation to a former employee whom he “bodily attacked” after the worker tried to talk to him about being headbutted by another colleague. The Workplace Relations Commission ruled that Juraj Adamec had been constructively dismissed by Con Kelleher, who operates CK Landscaping and Garden Maintenance due to the combined effect of both incidents. WRC adjudication officer, Patsy Doyle, said Mr Adamec had been “abandoned” by his employer, who had breached the Unfair Dismissals Act 1977. More from Echo Live.

Thousands of officers and staff employed by the Police Service of Northern Ireland (PSNI) have been offered payments of £7,500 (€8,700) after a data breach resulted in their personal details being published in error. Thousands sought damages after a spreadsheet containing the initials, surnames, ranks and roles of all officers and staff was released in error as part of a freedom of information request in August 2023. The Irish Times has more on this story.

The High Court has appointed provisional liquidators to companies operating the EuroGiant chain of discount retail shops. It follows heavy financial losses over several years, leaving the firms unable to pay debts. There are 77 EuroGiant shops in the country, employing 644 people, and they are operated by EuroGeneral Retail Ltd and Bushgrove Ltd. Irish Examiner has more here.

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MCS Lunch and Learn: Level Up Your Recruitment Strategy for 2026

Rebekah Mulligan, Recruitment Manager at MCS Group and Tara Duffy, HR Specialist Recruitment Consultant provided insights into what's happening in the world of HR and recruitment in terms of how HR roles are evolving, what skills are in demand (in case you're thinking of a move!), AI, employer brand and so much more.  If you missed it, you can catch up here.

Check out previous discussions:
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