FAQs

Good Friday is a traditional day of rest, but not a public holiday. While some schools and businesses close on that day or close earlier than normal, you have no automatic entitlement to time off work on that day. Public transport services generally run to their usual timetables, but travellers should check these carefully.

Some companies give Good Friday as a company paid day but outside of that, it is officially considered a working day. However in the UK and NI, it is a Public/Bank Holiday.

A recent Bill has been approved by Government which will, if passed, prohibit enforcing mandatory retirement ages below the state pension age, currently 66.

Employers often set a mandatory retirement age of 65 in contracts, but this Bill would change that and employers will need to reconsider retirement policies and contracts.
Employees may request to work until age 66 under the likely enactment of this Bill.

With many employees now having longer, healthier lifespans and a desire to work longer, the proposed bill would be a step towards the eventual abolition of compulsory retirement ages.

Age discrimination claims to the Workplace Relations Commission are increasing, with a 176% rise from 2021 to 2022. The recent “Eir” case in late 2023, where an employee was reinstated after compulsory retirement, highlights this issue.

The WRC can award up to 20 weeks pay where requests are not reasonably considered by employers.

The WRC and The Labour Court may also order an employer to reappraise a request and can award compensation where there have been failings to comply with the Code of Practice.

Failure to document Flexible/Remote working arrangements – up to €2,500 in fines. This table shows the complete list of fines that can be imposed for offences under employment law legislation.

Under the Sick Leave Act 2022, employees are entitled to receive a minimum of 70% of their daily salary, up to a maximum of €110, for up to 5 days of certified sick leave. This entitlement has recently been expanded to provide for 5 days as of 1st of January 2024, with further increases planned for subsequent years, reaching a maximum of 10 days in 2026.

There are a number of steps you can take to ensure you are providing the employee with the support they need as well as ensuring the required level of performance is achieved.

1. You should address the situation by meeting regularly with the employee and discussing their performance during the probation period.

2. Provide specific feedback on where they have fallen short and areas for improvement.

3. Ensure that the conversation is documented.

4. The employee should be advised of the planned meetings that will take place and when they will have their official probation review meeting.

Confidential information should never be shared or discussed on personal social media platforms, regardless of the context or intent.

Before sharing any information related to work or clients on social media, consider the potential impact and whether it could breach confidentiality or harm the reputation of the company or clients.

Refrain from speculating or discussing sensitive business matters, industry trends, or client relationships on social media platforms.

Refrain from sharing any information about clients, projects, or business dealings without prior consent, even if the information is publicly available or discussed in professional settings.

Ensure that personal social media activity aligns with the values and principles of the organisation.

An HR audit examines and evaluates the HR policies, processes and practices of an organisation.  It assesses their effectiveness in supporting the organisation’s strategic goals and ensuring that it is compliant with legal and regulatory requirements. 

The outcome of the audit is a comprehensive report outlining areas for improvement to mitigate risk, promote best practice and efficiency, align the HR function with the organisation’s objectives and result in a more productive and satisfied workforce.

Voltedge Management can target audits to specific areas of the HR function as required. Find out more at info@voltedge.ie or call us at 01 525 2914.

A skills audit is a structured assessment of the skills within your organisation and serves as the first step in creating a Talent Management Plan. It involves reviewing current and future role requirements and assessing each employee’s skills and competencies against these needs.

Typically conducted through a self-assessment, questionnaire, or interview, the audit helps identify skill gaps and shapes tailored training plans for personal and professional development.

For employees, the process helps to map out personal development opportunities with career goals, enhancing engagement and performance. For organisations, it ensures skills align with role demands, supports future workforce planning, and guides training investments.

In essence, a skills audit strengthens individual career paths and drives overall business success by preparing teams for future challenges.

Most employees are entitled to paid leave on public holidays. Here’s how to calculate entitlement based on different scenarios:

If an employee is usually scheduled to work on the public holiday: They receive their regular pay, with no deductions or extra payments. This day is paid as part of their normal payroll.

If an employee is not usually scheduled to work on the public holiday: They are entitled to 1/5 of their weekly pay for the holiday.

If an employee is not scheduled to work on the public holiday but is required to work on that day: They are entitled to an additional day’s pay or an alternative paid day off.

For part-time employees: To qualify for public holiday pay, they must have worked at least 40 hours in the previous 5 weeks.

1. Can I give my employees a Christmas gift tax-free?

Under the Small Benefit Exemption, employers can give employees up to €1,500 in non-cash benefits per year tax-free.

2. What qualifies as a tax-free gift?

Tax-free gifts must be non-cash. The most common options are:

• Gift cards/vouchers
• Hampers
• Tickets or experiences
• Physical gifts (tech, wine, etc.)

Cash gifts do not qualify and are fully taxable via payroll.

3. Can I give multiple small gifts throughout the year?

Yes, but the total combined value cannot exceed €1,500, and only two benefits per year can qualify for the exemption.

4. Can I deduct the cost of gifts as a business expense?

Yes. Qualifying employee gifts are fully tax-deductible for the company.

5. Can I gift contractors or agency workers?

The exemption applies only to employees and directors on payroll.
Gifts to contractors may be treated differently, often as marketing or goodwill expenses, and may not be tax-free.

6. Should I keep records?

Absolutely. Maintain receipts, voucher statements, a log of which employees received what. Revenue may request this during an audit.

7. What are some popular year-end gift options?

• One4All or Me2You vouchers
• Shopping/retail gift cards
• Luxury food hampers
• Hotel or spa vouchers
• Extra annual leave day (non-taxable only if not convertible to cash)
• Team experiences or social events