Top 5 with your morning coffee☕️

1. Join Ger Deering, Protected Disclosures Commissioner on 21 June for a must attend session ✨
2. AI could impact 40% of jobs in Ireland 🤖
3. Is high performance culture fact or fiction? 🤔
4. Key takeaways from the Employment Appeals Tribunal Report 2025 📊
5. Can we synergise on a unified consensus on this? Apparently employees who embrace ‘corporate b*llsh!t’ make worse decisions...... 💩

And in other news..... the EU’s Pay Transparency rules may be fashionably late in Ireland, but employers can’t afford to be. Read Jennifer Cashman’s latest piece on the Hub for what’s coming and how to get ahead of it 💶

1. Case Law Reviews
2. AI and Employment Law
3. Managing Protected Disclosures
4. Pay Transparency
5. Employment Appeals Tribunal Annual Report 2025
6. Average earnings up to €1,074 a week in 2026 – CSO
7. Industrial Relations
8. Data Protection
9. Irish start-up Nexus Inclusion launches accessibility platform
10. Just In Case You Missed It....
11. HR Developments
12. Employment News in the Media
13. Free Webinars This Month

Technical Support Advisor v Technology Company IR - SC - 00003129 

Summary: Employer found to have fairly dismissed an employee during probation after repeated absences.

Practical Guidance for Employers: 

Employers should:

• Ensure probationary procedures are clearly drafted, expressly incorporated into contracts of employment, and communicated to employees at the commencement of employment. Employees should understand from the outset the standards expected regarding attendance, performance, conduct and overall suitability for the role.
   
  
• Consistently apply absence management procedures and maintain open communication with the employee. Return-to-work meetings, occupational health referrals and reasonable opportunities for improvement should be properly documented.
   
  
• Remember that probationary dismissals remain subject to principles of natural justice and fair procedures, even where statutory unfair dismissal protections may not yet fully apply. Employees should be informed of concerns, afforded opportunities to respond, and given representation rights where appropriated. 
  

Read the full Review here.

Dermot Murphy v Murphy International Limited ADJ-00056936

Summary: WRC found that an employer acted reasonably in dismissing an employee for gross misconduct.

Practical Guidance for Employers: 

Employers should:

• Ensure that policies governing personal use of company property, vehicles, plant, materials and procurement systems are expressly documented and consistently enforced. Informal workplace practices, even where historically tolerated, can create ambiguity and undermine later disciplinary action if boundaries are not clearly defined. Senior employees in particular should receive regular training regarding conflicts of interest, authorisation limits and procurement compliance.
   
  
• Internal controls are essential where employees possess authority over purchasing, logistics or allocation of resources. Multi-stage approval systems should be monitored and audited to ensure they cannot be circumvented by senior personnel. 
   
  
• Finally, ensure strict adherence to fair procedures. Employees should receive clear notice of allegations, disclosure of relevant documentation, opportunities to respond, representation rights and an impartial appeal process. 
  
  

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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“AI – Good for Business”, helping Irish businesses take the first steps with AI

New initiative will:

•    simplify access to information and supports about AI
•    show how AI is used in practice with real business examples and case studies
•    encourage gradual adoption by building awareness, skills and readiness

More from the Department of Enterprise, Tourism & Employment.

AI could impact more than 40% of all jobs in Ireland, IMF warns

AI could affect more than 40 per cent of jobs in Ireland, the IMF is warning – either replacing them or complementing them. It comes as the fund said Ireland was “relatively more exposed” than other advanced economies to “novel” economic risks that the technology poses to employment and also to financial markets. More from the Irish Times.

AI in Irish Litigation: Professional Judgment in the Age of AI

As Irish courts begin to address AI-assisted material in proceedings, solicitors remain responsible for ensuring that legal work is accurate, properly grounded and capable of being stood over. AI is increasingly finding its way into litigation practice. Its use is developing against a clear professional backdrop: Irish solicitors remain responsible for the accuracy, confidentiality and reliability of the work they produce, and Irish courts are beginning to address the consequences of AI-assisted material appearing in proceedings. You can read more on this from Philip Lee.

When AI Gets it Wrong: Lessons from Guerin v O’Doherty

The recent Court of Appeal decision in Guerin v O’Doherty [2026] IECA 48 reiterates the high threshold for striking out proceedings prior to trial and, in particular, provides practical judicial guidance on the use of generative artificial intelligence in litigation. More from Eversheds Sutherland 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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📅Wednesday, 17th June 
⏰12:30 - 14:00 ( 1 hour 30 mins )
📍Online

Join us, Ger Deering, Protected Disclosures Commissioner and Emer Butler, Head of the Office of Protected Disclosures Commissioner, for what promises to be a standout session on the realities of handling whistleblowing disclosures in the workplace.

BOOK here. 

Legal Island Employment Law Hub Members receive two FREE Skill builder places*

*As part of their subscription - worth €315. T&Cs apply.

Find out more about all the upcoming Skill Builder for HR sessions HERE. 

EU Pay Transparency Directive

Snapshot update – less than two weeks to go until the transposition deadline

With less than two weeks to go before the 7 June 2026 EU Pay Transparency Directive transposition deadline, employers are finalising their readiness measures.

In this snapshot briefing, Eversheds Sutherland provide a practical overview of implementation progress across EU, highlighting key areas of divergence and emerging “gold‑plating” trends. They also explore the strategic question of whether to adopt a EU-wide framework or a locally tailored approach, and set out focused, actionable steps employers should prioritise in the final phase of readiness and how they can help.

Pay Transparency – getting ready for what’s coming: How do I handle it?

Ireland has now missed the 7 June 2026 deadline for implementing the EU Pay Transparency Directive, which has been in force since 2023. While Ireland’s implementation delay is not unique across the Member States, it does not lessen the significance of what is coming for employers. The Directive introduces wide-ranging obligations for employers and signals a clear move towards greater openness around pay. So, how should employers handle the current position, and prepare for what lies ahead? Read more from Jennifer Cashman, Partner and Head of Employment Law, RDJ LLP.

In 2015, the functions of the EAT were subsumed into the Workplace Relations Commission and the Labour Court under the Workplace Relations Act 2015. Once the EAT has dealt with its legacy caseload, it will be dissolved in accordance with the provisions of the Workplace Relations Act 2015. All legacy cases have now been finalised by the Tribunal. You can read the report here. 

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RTÉ reports average weekly earnings were €1,074 in the first three months of this year - up 4.4% compared to the same period last year, according to the latest figures from the Central Statistics Office. Average hourly earnings rose by 4.0% to €33.13 in the same period compared to €31.86 in 2025. Read here. 

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Dublin Home Care strikes stood down following WRC engagement

SIPTU representatives have confirmed that planned strike action for this week by members of Blanchardstown & Inner-City Home Care has been stood down, following confirmation that management is willing to engage at the WRC on the ongoing dispute. The 72-hour work stoppage scheduled for Wednesday, Thursday and Friday has been put on hold. The decision follows three days of strike action by members, arising from a management failure to address a longstanding union pay claim adequately. Read here.

Union membership comparable with a century ago

Levels of union representation across the economy are now similar to what they were a century ago, with the decline in the proportion of the workforce in membership evident in the public and private sectors, an employment conference has heard. Announcing some of the findings of the second Working In Ireland Survey at the Nevin Economic Research Institute event at the South East Technological University, Prof John Geary of the UCD School of Business, who carried out the research with Assistant Prof Maria Belizon, said the collective bargaining coverage had declined 53 per cent in 2023 to 40 per cent last year. You can read more from the Irish Times here. 

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DPC Enforcement Update: Lessons from PTSB, University of Limerick and the LinkedIn Appeal

Recent Data Protection Commission decisions involving Permanent TSB, the University of Limerick and LinkedIn provide important guidance for data controllers and processors. The decisions confirm that security obligations are active and continuous, that breach notification failures attract separate and additional penalties, and that early and constructive engagement with the DPC following a breach can have a measurable impact on enforcement outcomes. Byrne Wallace Shields' Sean O'Donnell and Saidhbhe Corbett provide full analysis of the decisions here. 

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Its AI-powered digital accessibility platform is intended to help organisations identify and resolve accessibility. The platform analyses websites, content, images, video and digital media, providing practical guidance and actionable fixes to improve compliance and usability for individuals with disabilities, neurodivergent people, and people with a range of comprehension levels. Business Plus has more on this story. 

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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.....

Pay Transparency – getting ready for what’s coming: How do I handle it?

Ireland has now missed the 7 June 2026 deadline for implementing the EU Pay Transparency Directive, which has been in force since 2023. While Ireland’s implementation delay is not unique across the Member States, it does not lessen the significance of what is coming for employers. The Directive introduces wide-ranging obligations for employers and signals a clear move towards greater openness around pay. So, how should employers handle the current position, and prepare for what lies ahead? Read more from Jennifer Cashman, Partner and Head of Employment Law, RDJ LLP. 

How to: Get a waiver, compromise, severance or settlement agreement right

Employers frequently avail of ‘waiver’, ‘compromise’, ‘severance’ or ‘settlement’ agreements to bring employment relationships to a close. It is often the case that in the event of redundancies, the employer will pay an additional sum over and above statutory redundancy to enable a ‘clean exit’. That is, in return for this payment, employers secure a signed off ‘Compromise Agreement’, whereby employees agree that they will make no complaint against the employer in return for this plus payment or ‘consideration’. Read more from Dr. Gerry McMahon, MD, Productive Personnel Ltd.

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Employees who embrace ‘corporate b*llsh!t’ make worse decisions

People who readily adopt vague corporate-speak such as ‘synergistic leadership’ and ‘growth-hacking paradigms’ are significantly worse at making effective workplace decisions. Research from Cornell University found that employees who are impressed by impressive-sounding sentences like, “We will actualise a renewed level of cradle-to-grave credentialing”, rated their managers as more charismatic, even “visionary”. Personnel Today has the full story.

When your workplace doesn’t match your ethical outlook – the problem of ‘moral injury’

This article from The Conversation looks at how a corporate approach, especially in times of crisis, can cause employees to experience psychological harm. Sometimes referred to as “moral injury” or “ethical suffering”, it often involves feelings of distress that arise when workers are compelled to act solely in the interest of profit. Read more.

Is high-performance culture a myth?

The pursuit of greater productivity is causing organisations to exhaust their best people, says Chris Tamdjidi. More from People Management.

How to deal with disappointment – by an expert in this misunderstood emotion

In the workplace, disappointment is frequently generated at a systemic level by unrealistic targets – yet lands on individuals as a sense of personal failure. Annette Clancy, University of Dublin, suggests whether in our professional or personal lives, disappointment is a signal worth learning to read and provides ideas for when you next come up against it. Read more. 

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The Irish Times reports a warehouse worker claims he was forced to quit his job because a HR manager “lied blatantly” to his face about an alleged commitment to require staff to speak English only at work. Anthony Blount. who claims he was constructively dismissed by his former employer, Pharmed Ltd, was giving evidence to the WRC. Blount said a policy that only English would be spoken on the shop floor had been an agreed precondition for his return from sick leave at the pharmacy goods distributor in September 2024, after he accused a group of Lithuanian colleagues of bullying and isolating him at work. Access the full article here.

A man who harassed a female colleague with “relentless” sexual innuendo in front of co-workers, driving her from her job, has been ordered to pay €5,000 compensation. Judge Keenan Johnson imposed a two-year, six-month sentence at Mullingar Circuit Criminal Court, but suspended it, provided the accused does not reoffend in the next seven years. The man had claimed it was “banter or slagging”. However, the judge lambasted him for his “vulgar, cheap, malicious” comments to the woman, and told him his attitude was “a relic of the past with no place in polite society”. The Journal has more on this story.

The Irish Times reports after less than eight months in the role, Albert Manifold was ousted as chairman of British energy giant, BP, with immediate effect following “serious concerns” related to “important governance standards, oversight and conduct”. The board had been “surprised and disappointed to learn of governance oversight and conduct issues it deems unacceptable and has taken decisive action”, Amanda Blanc, the senior independent director at BP, said. More here.

A financial services associate who was sacked after IT tracking records showed that she had been working from Spain in breach of her employer’s remote working policies has lost a claim for unfair dismissal. Maite Gutierrez Fenoll had claimed that her employment was unfairly terminated by Interactive Brokers Ireland Limited on October 1st, 2024, following an internal investigation into her attendance and remote working logs. More from Breaking News. 

A worker who was called a "negative virus" by his manager and had his hours cut when he objected to CCTV being installed at his workplace without consultation has won €40,000 for whistleblower penalisation. Norbert Batho raised a verbal complaint with the general manager at the Co Donegal firm in 2022 complaining that CCTV was being installed without consultation or prior notice to staff, the WRC heard. 

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

Sponsored by HRLocker 

📅Wednesday, 3rd June 2026 
⏰10am - 11am
📍Online

HR teams in NI and ROI are facing rapid changes around what employee information can be gathered, stored and kept. This free webinar is designed to guide you through what’s required and what to avoid.

Join Julie Holmes from Legal Island for a free webinar with guest Crystel Robbins Rynne, CEO of HRLocker, for a focused 45-minute session that walks you through the full employee journey, from job ads to post-employment. With Crystel’s background as both a CEO and a senior HR leader, you’ll get real-world insight into what you can collect, what you shouldn’t keep, and how long each record can stay on file.

Julie will host the session and support the Q&A, helping translate the guidance into what it means for your organisation in practice.

REGISTER HERE. 

Check out previous discussions:
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