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With over 35 years’ experience advising and supporting Irish SMEs, MSS is one of Ireland's most highly regarded HR support consultants.
For over 35 years, MSS has been advising and supporting Irish SMEs with sound, practical, and competitively priced support to help ensure they are always fully aware of their responsibilities as an employer.
To succeed, your business must find, nurture, and keep top talent. From search to onboarding to development, we guide you through every step of the journey.
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With a combination of on-site and remote support services available, MSS-The HR People is always here to help you build a strong foundation based on HR best practices to ensure your business grows and run smoothly.
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MSS HR Hub Update As part of our commitment to providing up to date valuable support and tools you need to streamline your HR processes, we are reminding you about the MSS HR Hub. What is the HR Hub? The MSS HR Hub is our resource library, providing practical resources and advice to meet your HR needs which you can adapt to suit your company. The HR Hub allows you to delve into our expansive library of policies, employment templates, employment contracts, and documentation to help ensure your organisation remains compliant. How do I access the HR Hub? It's simple! Head to our website, www.mssthehrpeople.ie , where you will find “HR Hub Login” located to the right-hand side of our homepage, click and simply input your email address and password, and you’re in! Click here to access the HR Hub. What’s New? We have revised our entire library of documents in line with employment legislation and best practice. Additionally, we have introduced a dedicated section on Diversity, Equity, Accessibility, and Inclusion (DEAI), reflecting the growing importance of this critical topic. We will continue to expand our resources to support you in the ever-evolving landscape of HR best practice and employment law. If you have any suggestions or need additional templates or policies, please don’t hesitate to reach out. Your feedback is invaluable and supports our growth. If you have any questions, require assistance in customising the templates, please don't hesitate to reach out to our dedicated support team. We're here to help.
Adverse weather conditions, such as heavy snow, storms, or extreme temperatures, can significantly disrupt daily routines and workplace operations. It’s essential for employers to have clear policies in place to address employee attendance and productivity during these situations while maintaining fairness and legal compliance. Here's how employers can navigate these challenges effectively. Clear Communication of Expectations Employees should be aware of the reporting procedure during adverse weather. They must make contact with their manager within 30 minutes (or as specified within your normal absence reporting procedure) of their usual start time to explain their absence or delay. Encourage employees to keep their manager informed about any changes in their situation and provide an estimated return time if weather or travel conditions improve during the day. Ask employees to explore all available transportation methods and leave extra time for their commute. However, employers must also consider the safety and practicality of these efforts. Alternative Working Arrangements Consider adjusting workings hours or if employees can work from home or another location, ensuring IT system are in place to support remote working. Ideally arrangements will be put in place in advance, where adverse weather conditions are forecast. Pay and Leave Options Available If the workplace remains open, but an employee cannot attend due to adverse weather, here are some options to offer: · Deduct the absence from annual leave. · Allow the time to be taken as unpaid leave. · Permit the employee to work back the missed hours. Unauthorised Absence Unauthorised absences should be addressed under the company’s disciplinary procedures. Although, considerations should include local conditions, travel challenges, and efforts made by the employee. Employers should avoid a one-size-fits-all approach and assess each case with empathy and flexibility. How can we help? A defined policy offers employees clear guidance on what is expected during adverse weather conditions or emergency situations. It promotes fairness by ensuring consistent treatment across the company, minimising confusion and potential conflicts. By implementing a comprehensive policy, you can remain prepared, demonstrate commitment to employee well-being, and maintain smooth operations during unforeseen disruptions. For a policy or guidance on such matters contact the team at MSS the HR People. Contact us here!
With effect from on 1 January 2025, the national minimum hourly rate will become €13.50. The full rate applies to any employee who is at least 20 years of age except as detailed below; EMPLOYEE MINIMUM HOURLY RATE Aged 20 or more - €13.50 (100%) Aged 19 - €12.15 (90%) Aged 18 - €10.80 (80%) Aged under 18 - €9.45 (70%) Who does it not apply to? The National Minimum Wage rate does not apply to the remuneration of a person who is; The spouse, father, mother, grandfather, step-father, step-mother, son, daughter, step-son, step-daughter, grandson, grand-daughter, brother, sister, half-brother or half-sister of an employer, employed by the employer, or A craft apprentice within the meaning of or under the Industrial Training Act, 1967, or the Labour Services Act, 1987. Alternative minimum rates may be set down under Sectoral Employment Agreements (SEAs) or created by Employment Collective Agreements. Working Hours Full time, part time, temporary, casual or seasonable employees are all entitled to the National Minimum Wage for hours worked. Calculation of Hourly Pay (Reckonable Pay) Reckonable pay means payments that are allowable in calculating an average hourly rate of pay under the National Minimum Wage Act. The following payments may be taken into account when determining average hourly rate of pay. Basic Pay Shift Premium Piece/Incentive Rate. Commission Any payments under section 18 of the Organisation of Working Time Act, 1997 (zero-hour protection) Productivity-related bonuses Service charge paid through payroll Board of Lodgings- If you receive board or lodgings, that is food or accommodation from your employer, the maximum amounts that can be included from 1 January 2024 are for: - - board only €1.21 per hour worked - accommodation only €31.89 per week or €4.55 per day Non- Reckonable Pay The following payments cannot be included to make up the national minimum wage rate: Overtime, call-out premiums, service pay, weekend and public holiday premiums, expenses incurred by the employee in carrying out their employment, unsociable hours premiums, tips or gratuities paid through the payroll, and allowances for special or additional duties may not be included, benefit in kind payments (except board of lodging), payments while absent from work i.e. sick pay, pension contributions, redundancy payments, compensation for injury, employer loan, an advance on wage/ salary, any sum payable to an employee in lieu of notice of termination of employment. Pay Reference Period The period over which you may calculate the average earnings (Pay Reference Period) may be a week, or a fortnight but must not be longer than one month. Employers are obliged to advise employees of the pay reference period they are selecting for calculations of minimum pay. Employees must be notified in writing as part of their Terms and Conditions of Employment. An employee may request from his or her employer a written statement of the employee's average hourly rate of pay for any pay reference period (other than the employee's current pay reference period) falling within the 12-month period immediately preceding the request. Employee Complaints An employee may make a complaint to the Workplace Relations Commission to investigate allegations of failure by the employer to pay the National Minimum wage or victimisation of an Employee. Such a referral must be within 6 months from the date of receipt of a written statement or from the latest date the employer should have given a written statement. Employees may not refer a complaint before requesting a written statement from their employer. Steps for Employers Employers should now implement the required changes to the rate of pay for those who are currently earning less than the new National Minimum Wage. There is no automatic right of an increase to those who are already earning in excess of the minimum wage, however, it is likely that some employers may face requests for the same. Whilst ordinarily there is no need for an Employer to notify an Employee that the National Minimum has been increased, some employers choose to issue a letter confirming their new rate of pay and the date on which it will be reflected in their pay. A template for this letter can be found on our HR Hub. Minimum Wage in Review With this most recent increase in the National Minimum Wage, an employee on minimum wage who works a full 39-hour week will now receive an additional €31.20 per week, or an extra €1,622.40 gross per year. It remains to be seen how employers will cope with these increases. In recent years,the lower minimum youth rates in Ireland have received criticism by policymakers for being too low to ensure a decent standard of living for young people. As such, there have been political debates to abolish or reform the lower minimum wage for young people, however, this has not come into effect 2025 however we will see if the government intends to implement any changes in the future.