Sarah Murphy

A prime example of not having hr support in place or perhaps having it and not utilising it. If you're unsure of your obligations as an employer and want straight forward, professional advice give Insight HR a call on 056 7701060 to discuss any situation with our HR consultants! Mary Cullen Liam Barton Joe Thompson, Assoc CIPD Megan Power #hradvice #hrconsultant

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Starting in 2024, employers with 150 or more employees will be required to report on their Gender Pay Gap. This requirement will extend to employers with over 50 employees from 2025 and applies to public and private organisations. Improving the gender pay gap in organisations involves implementing a combination of policies, practices, and cultural changes. Here are several steps companies can take: 👉Promote Flexible Working Arrangements For ALL Employees 👉Review Recruitment and Promotion Practices 👉Set and Track Gender Diversity Goals 👉Participate in community programs that support gender equality and economic empowerment for women. Read more 👇👇👇 https://lnkd.in/e4e489EG #GenderPay #Returners #Midlifeworkers #Backtowork #Careerchange

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Thanks to Ibec for organising the IBEC Mid West HR Forum in Limerick yesterday. It was a highly informative event with valuable insights on current HR challenges and legislations. Special thanks to the speakers and panellists; Fiona Higgins Keevagh Heverin Vicky O'Neill Sinead Mullins Liam Linehan. MBA, FCIPD. There were many takeaways from the event, including: 1. Engagement Levels: A recent Gallup Survey highlighted the importance of focusing on engagement improvements within businesses in Ireland. 2. Human Energy Crisis: A Mercer 2023 report indicates an increase in burnout rates, emphasising the need for enhanced wellbeing initiatives and supports. 3. Employee Value Proposition: Employers need to evaluate their benefits: pay, pensions, wellbeing, flexible work options, and actively listen to employee feedback. 4. Untapped Recruitment Markets: Identify and leverage untapped recruitment markets such as people on careers or disability leave. 5. Change: Be agile, adaptive and collaborative. If you strive for perfection other businesses will pass you out. 

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Starting in 2024, employers with 150 or more employees will be required to report on their Gender Pay Gap. This requirement will extend to employers with over 50 employees from 2025 and applies to public and private organisations. Improving the gender pay gap in organisations involves implementing a combination of policies, practices, and cultural changes. Here are several steps companies can take: 👉Promote Flexible Working Arrangements For ALL Employees 👉Review Recruitment and Promotion Practices 👉Set and Track Gender Diversity Goals 👉Participate in community programs that support gender equality and economic empowerment for women. Read more 👇👇👇 https://lnkd.in/eWj8auVr #GenderPay #Returners #Midlifeworkers #Backtowork #Careerchange

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Learn the latest insights and best practices on supporting employees in #outplacement situations with the appropriate level support. The case for proactive financial support is stronger than ever... https://lnkd.in/eA6BS3V8

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Is your organisation doing enough to support employee satisfaction and career growth? This week’s AIB Review piece challenges you to rethink your workplace strategies with the article, "Boosting Satisfaction and Career Growth with Family Benefits and Inclusive Policies." The article explores the critical impact of inclusive policies on enhancing employee satisfaction and career progression. By implementing family benefits and supportive initiatives, companies can significantly improve engagement, retention and professional development. It also confronts the ongoing challenges faced by pregnant and parenting workers, emphasising the urgent need to address discrimination and inequality to create a truly inclusive environment. Authored by Samir Sukkar and Dr Mahan Poorhosseinzadeh, this thought-provoking piece draws on examples from industry leaders like Google and Patagonia to show the positive impacts of embracing inclusion. Learn more about how inclusive policies can transform your organisation and empower employee career growth by reading the full article here 🔽 https://bit.ly/3LYu8Jx

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Skills to Advance programmes offer upskilling and reskilling opportunities which support businesses to develop their workforce. This testimonial video from MSLETB - Skills to Advance details all the benefits for employees and employers in engaging in #skillstoadvance training

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In today’s competitive job market in Ireland, creating a talent pool is key to establishing a steady flow of talent for your business.

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Work isn’t a place — it is a set of activities that we engage in to achieve desired results. The ongoing debate around #hybridworking reflects this truth and challenges leaders to consider the best paths forward. In a Business Post piece published this week, Eimear Harty articulates the hybrid working strategy at Bank of Ireland and our focus on empowering teams and individuals to understand, to own, to be accountable for, and to work in ways that deliver great outcomes for our colleagues and our customers. #flexibility #leadership #inclusion #futureofwork

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Make 2025 your year to return to education. Looking to learn something new, build confidence, or make a fresh start? At fetchcourses.ie, you can explore a wide range of Further Education and Training opportunities. No matter how long you’ve been out of education, there’s a course waiting for you. Visit fetchcourses.ie to take the first step.

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The EU Adequate Minimum Wage Directive: Getting the Collective Bargaining Provisions Wrong   In an article in today’s Irish Times, Eoin Burke-Kennedy reports on an interview with the new Irish Minister for Enterprise and Employment, Peter Burke. In the article, Burke-Kennedy writes:   “Another potential headache for Government is the incoming EU directive on adequate minimum wages which (obliges Member States) ... to ensure that collective bargaining wage agreements cover up to 80 per cent of the workforce. Currently in Ireland, the rate is just 35 per cent.”   The Directive does not require governments to ensure that 80% of the workforce is covered by collective bargaining agreements. The 80% is an indicator, not a target. Something the EU thinks would be a “nice to have”, rather than a “must have”.   Member States are not required to oblige employers to negotiate with unions. Rather, they should put in place frameworks that would facilitate such bargaining if the parties agree to bargain. You cannot make people negotiate with one another against their will.   Certainly, you can pass a law which says that an employer should meet with a union that has a certain percentage of a bargaining unit in membership. The law can put the union in the room. However, the law cannot make the employer agree to anything the union might ask for. Just look at how things work in the US.   There are only two alternatives to a negotiated agreement between an employer and a union:   1.  Mandatory, legally binding arbitration that imposes a settlement on the parties. This possibility already exists in Irish law through the Industrial Relations Amendment Acts, which allows the Labour Court to impose terms and conditions where “it is not the practice of the employer to engage in collective bargaining”. But, from the data, it appears to be a road less travelled by the unions. 2.  The union calls a strike to enforce its demands, the traditional way of exerting union power. However, this requires the union to have enough members to make the strike effective. Nor does the Directive oblige governments to introduce sectoral bargaining where it does not already exist. For a start, define “sectors” in a modern economy.   At the end of the day, if unions want employers to negotiate with them then they need to have sufficient members to give them the leverage to get the employer to seriously engage. Want a collective bargaining agreement? Get members. Otherwise, the law will not deliver for the unions.   https://lnkd.in/ecTDtvsZ

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Grief is part of our journey of life; how we support others is so important but navigating what to do & how to do it can be challenging; hence why grief support training & compassionate leave is so important

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This should be a really interesting piece, people are living longer and are healthier for longer and many want to continue their working life beyond the usual 65. Older employees have an abundance of experience and a wealth of knowledge to share, it feels like we’re missing a trick by not tapping into that more deliberately. What do you think, share your views, take the survey!

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Some Interesting and valuable insights from CIPD Ireland HR Practices in Ireland Survey into the current trends and challenges facing HR professionals in 2024. Key findings reveal a focus on recruitment and retention, talent management, employee well-being, and the increasing use of technology to support HR functions. Talent management and resourcing continue to remain in the spotlight with 91% of respondents experiencing skills shortages. Resourcing trends over the last 12 months include an Increased competition for experienced talent, recruitment of a more diverse workforce, difficulty retaining talent, more in-house talent development and housing difficulties. Click below to read the full survey. #cipd

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📣 In case you missed it last week, we launched our highly anticipated ‘Voice of Payroll’ report in collaboration with Bright! 🌟 Dive into the insights shaping the future of payroll. Don’t miss out! Grab your copy here 👉 https://lnkd.in/e-rVHZ3F #payroll #Ireland #IrishPayroll #payrollreport

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There are no quick solutions - Except for this one.... Friday Apr 26th is Ibec's National Employee Wellbeing day here in Ireland. Some companies take it serious. Those companies prosper. Some companies tick a box - I remember getting a donut on national wellbeing day once! Some companies just ignore it. Don't know what to do about it, Or don't think they can afford it. So whats the solution? Its Chris Hunt & myself: 2 experienced coaches ✔ 2 engaging speakers ✔ 2 wellbeing experts ✔ Delivering 6 wellbeing modules ✔ For 1 hour each week ✔ Recorded for those unable to attend ✔ High energy ✔ Highly motivating ✔ Superb feedback from previous participants ✔ Wellbeing tools ✔ Time-management tools ✔ Building good habits ✔ Motivation Vs Commitment ✔ Goal setting ✔ Tons of mindset ✔ AND an added benefit Its a cost effective solution ✔ Get in touch for more details or a brochure of the '6 weeks to success programme' - and start taking your employee wellbeing seriously. #employeewellbeing #wellbeing #staffwellbeing #nationalemployeewellbeingday #markcarolancoaching #6weekstosuccess

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Did you know that workplace absenteeism costs Irish businesses a staggering €1.5B annually? According to the Labour Force Survey Q1 2024, employment was up by 51,500 (+1.9%) compared to Q1 2023, so too are absences from work during the reference week which increased by 20,400 (+11.4%). It is time to reverse this increasing absenteeism trend! At Connect4Work, we are transforming workplace wellness by: ✅Offering targeted employee support programmes ✅ Implementing proactive strategies to achieve sustainable return to work ✅ Providing customised intervention frameworks ✅ Delivering measurable reductions in absenteeism rates and costs Our collaborative approach helps Irish organisations: ▪️Understand the root causes of workplace absence ▪️Implement effective early interventions ▪️Create a supportive, resilient workplace culture Investing in employee health is not an expense—it is a smart business decision that pays dividends. By partnering with us, organisations can: ▪️Significantly reduce absenteeism ▪️Boost employee engagement ▪️Lower overall operational costs ▪️Enhance workplace productivity ▪️Increase employee attendance and retention Interested in exploring how we can support your organisation? Email [email protected] to start the conversation, connect and discuss a tailored wellness strategy that aligns with many of the workplace wellbeing accreditation standards. Let’s talk! #WorkplaceWellness #IrishBusiness #EmployeeEngagement #Connect4Work

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There are some very interesting findings related to hybrid working contained in this article. More than 50% of employees will not consider a role unless it... View all our job on the Elk website #hiringnow #constructionjobs #facadejobs #fireandsecurity #cctv #hvac #refrigeration #accesscontrol #windowanddoorjobs #automaticdoorengineer #manufacturing #pharma #medicaldevices #logistics #engineering #architectureanddesign

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