Posts Tagged ‘HR Support’

Are employers in Ireland legally obliged to provide a pension scheme for employees?

Tuesday, September 21st, 2021

Managing HR is challenging at the best of times! We are here to answer your queries and provide up to date HR advice on what is impacting businesses today.

Welcome to our weekly Q&A – if you have a question email us at

Are employers in Ireland legally obliged to provide a pension scheme for employees?

Currently in Ireland there is no requirement, however employers are obliged to provide employees access to a PRSA – Personal Retirement Savings Account. Employers must facilitate this through payroll enabling employees to pay into their own personal pension.

The introduction of automatic enrolment is on the cards however it has been delayed until at least 2023. When this is eventually introduced, it will mean that both employers and employees will be required by law to make contributions to a workplace pension scheme.

Details of the scheme are still being ironed out by Government and it is hoped it won’t be delayed further.

This week is Pensions Awareness Week. You can join them for free financial information to help you invest in and secure your financial future.


Need more help? Voltedge Management team can help you to get advice on all aspects of human resources and management. Email Ingrid at or ring our offices at 01 525 2914.

Project Management Services – “On Time and Within Budget”

Monday, July 16th, 2018

Organisations at any time can have a variety of in-house projects underway that require management and support.  Depending on the industry and business the process may vary. However, the overarching goal relates to the outcome that needs to be achieved. Whether it is bringing a new product to market, changing a process, solving a problem or introducing some new technology or process to achieve business efficiencies and provide better more informed data for management decisions – how the project is scoped, planned and managed is critical to the success of the outcomes.

Project Management


Voltedge Management has formed a team of expert Project Managers to support our clients with these needs to:

– Assist you with defining your project charter and mentor your in-house project team

– Develop your project plan and agree the project scope

– Outline the work to be performed

– Identify the resources needed and calculate a budget and schedule if required.

Essentially the Project Manager takes on the task of ensuring project success, delivering on time and within budget to the agreed charter. We are excellent at planning, executing and closing projects – by accurately defining the project scope, building a comprehensive work plan and managing the budget and milestones throughout.

We understand Stakeholder Management and Leadership, are capable decision makers and problem solvers, and can deal with risk and control – that’s why we add value to the process and ensure it gets delivered.


Whether it is project managing the introduction of a new Time and Attendance system, upgrading your HRIS, rolling out a new Project  Management Process, leading your GDPR Compliance Journey, or just supporting an In-house Project Management Team, our Project Managers have a broad range of knowledge and extensive experience across a number of industries and can bring real value to your inhouse projects success.

If you need a strategic thinker, with exceptional judgement, the ability to make sound decisions and be creative in developing alternative solutions in a fast-paced environment, and able to anticipate needs, balance the big picture with attention to detail, then get in touch and we can arrange an initial consultation with one of our Project Managers to explore best options for you and your business needs.

Email: or call 00353 15252914

Workplace Investigations – Getting it Right!

Monday, June 18th, 2018

There has been plenty of high profile cases over the past 12-18 months, where employees are raising formal grievances on workplace issues or the behaviour of colleagues at work related events.

We have seen an increase in workplace grievances which can present significant challenges for organisations, especially for a small to medium size who may not have a dedicated HR function in place, or with limited expertise in conducting workplace investigations. Claims raised formally or informally under the company grievance procedure or claims under the equality and dignity in the workplace procedures, harassment, or bullying procedures, all require comprehensive management from the outset.

There is considerable case law in this area which can be a good reference for employees and employers, highlighting the importance of due process and fair procedure. The expectation is that an employer must ensure an investigation is conducted in a fair, reasonable, and transparent manner, providing all parties with an opportunity to put forward their views and respond to claims made during the investigation.

Here is a sample of some of the cases that have gone before the WRC and Labour Court:

“ The Employment Appeals Tribunal has awarded £7,000 to a former gardener under the Unfair Dismissals Acts, pointing that even where the facts are clear, an employer has a duty to follow due process before dismissing an employee….

A hotel reservation agency has been ordered to pay €5,000 to a former employee after the Equality Tribunal concluded that the firm discriminated against her on the grounds of her gender in the manner in which it handled her allegations of sexual harassment by a co-worker.

The Labour Court has proposed the use of an external investigator to assess a case in which a worker complained that his employer did not carry out a proper investigation of his bullying claimant.

The Employment Appeals Tribunal has ruled that the leading Irish betting chain, Boylesports, should pay €7,000 in compensation to one of its former employees after it concluded that he was unfairly dismissed following a two day hearing. “

Very often these cases that end up in front of WRC or Labour Court result in the employer being told that that their process was flawed or that the company procedure was not followed objectivity, fairly or consistently.

It can be very beneficial to engage the services of an external party to conduct an investigation, ensuring it is independent and unbiased, and providing the employer with an opportunity to be removed from the details of the investigation and thus in a position to objectively review the investigators report and make an informed decision as to the appropriate course of action.

Voltedge Management has considerable experience of conducting workplace investigations, whether it is in an advisory capacity, or providing an independent investigator or supporting an informal process.

For a confidential discussion on related matter, please contact our Operations Manager Ingrid O’Sullivan at or call the office on 01 525 2914 to speak to one of our senior consultants.