First published on Thursday, September 18, 2025
Last updated on Thursday, September 18, 2025
Welcome to HR Heartbeat, where we take a look at the week’s most pressing HR and employment law stories. With over a decade of experience as a solicitor working in employment law, I give my opinion on current trends impacting your business, as well as my own personal commentary on all things HR and legal.
Will Bram, Fionnuala or Tadhg make you late for work?
It’s that time of year again. Met Éireann has launched the new names for the 2025/26 storm season. After submissions from the public, Bram, Fionnuala, Gerard, Kasia, Marty, Patrick, and Tadhg made the list.
Naming storms is a good way to make people sit up and take notice of weather warnings. And raising awareness of strong weather procedures is a must for employers. You could think about flexible working if your teams can’t get into the office, or if they’re going to be late. If you do close the office, you’ll still need to pay your teams. So, remote work arrangements ensure you won’t lose a day’s work, while keeping your team safe from the storm. With a severe weather policy, you’ve set expectations, even if the weather brings unexpected disruption.
Irish workers are serving longer notice periods
Notice periods for Irish workers are far longer than legally required, according to a new report. Under the law, employees are only obligated to give a week’s notice if they have worked for an employer for over 13 weeks. But the average notice period is 4 weeks in many contracts. So, what’s the impact on employer and employee?
Employers report that longer notice periods delay hiring cycles, causing frustration at the time it takes to bring in new staff. And employees on long notice periods often disengage way before their final working day. Performance management tools might seem like an afterthought if an employee is already in their notice period, but they’re a good way to keep dialogue open. In my experience, clear communication between employer and employee is the best way to resolve the situation, especially where there’s frustration on both sides.
Retail worker was dismissed after lack of washroom complaint
A retail worker was awarded nearly €9,500 after being dismissed for making a complaint about the lack of washroom facilities at her workplace. For 5 months, workers at the store had to use the bathroom at a nearby café, before the employee raised the issue with the Health and Safety Authority (HAS).
The employer maintained that the worker was let go due to poor performance during her probation. However, the WRC found they had provided no clear reason, nor any warning. The issue for me here is twofold: one, providing onsite washing facilities is part of the Safety, Health and Welfare Act. And two, performance management should always involve a process, not a snap decision.
And that’s a wrap from me. Tune in next time for my take on the latest headlines and employment law stories, helping keep your business ahead!
