Employer Representation 

Ultimately, the role of a HR consultant is to help a business attract and retain talent, comply with employment regulations, and maintain a positive and productive workplace. They do this through the provision of a range of services including recruitment, training, drafting employment contracts and HR policies and handbooks, and supporting performance management. HR consultants develop HR strategies, advise on compensation and benefits, and assist in employee relations.

An HR manager is a full-time employee while an HR consultant is typically an external expert hired on a temporary or fractional basis basis. Both are responsible for overseeing the day-to-day HR functions within a specific organisation, including recruitment, employee relations, compliance, and policy implementation.

Fractional HR consultancy involves hiring an HR expert on a flexible basis to provide strategic and operational HR support without the commitment of a full-time employee. These consultants work with multiple clients, offering services such as recruitment, compliance, training, and employee relations tailored to the specific needs of each organisation. Businesses benefit from the consultant's expertise and experience while only paying for the time and services they require, making it a cost-effective solution for managing HR functions, especially for small to medium-sized enterprises.

An HR consultant is responsible for assisting with recruitment and staffing, designing training and development programs, ensuring legal compliance, and managing performance appraisals. They develop strategic HR plans, advise on compensation and benefits, and aid in organisational growth and change management. Additionally, an HR consultant will handle employee relations, recommend and implement HR technologies, and manage outsourced HR functions such as payroll and benefits administration. Their expertise helps organisations optimise their HR operations and maintain a productive and compliant work environment.

When choosing an HR consultant, look for someone with relevant experience and expertise in your industry, a proven track record of successful projects, and strong knowledge of employment laws and regulations. They should have excellent communication and problem-solving skills, be adaptable to meet your company’s specific needs, and offer strategic insights. Additionally, check for positive references from similar sized clients.

A written decision will be issued within 28 working days of the investigation being completed. Decisions are published on the WRC website and are publicly accessible. The employer then has 56 days to carry out the decision of the adjudication officer. Failure to do so could result in the case going before the District Court.

To prepare effectively for a case with the Workplace Relations Commission (WRC), start by reviewing the relevant information on their official website, including guidelines and resources related to the specific type of case you're involved in. It's a good idea to seek representation early in the process so that you can familiarise yourself with the relevant legislation and codes of practice to ensure you a have a firm understanding of your rights and responsibilities. It is then a case of gathering all the necessary documentation and evidence to present a clear and comprehensive case during the proceedings.

If you are located around the Dublin area, you will be invited to attend the WRC offices in Ballsbridge, Dublin 4. For those outside of Dublin, a private location will be made available, for example in a local hotel. The opposing sides will each sit on opposite sides of a table with the Adjudicator seated at the top. Both sides will make their submissions and can call upon witnesses as needed to back-up their case. Each side will have the opportunity to cross examine all witnesses. Once the submissions are finalised, the Adjudicator may ask for further clarifications before adjurning to make a decision.

Functioning as an industrial relations tribunal rather than a traditional court of law, the Labour Court listens to both parties involved in a case. Subsequently, it issues a Recommendation, Determination, Decision, or Order, based on the nature of the case. These official documents outline the tribunal's viewpoint on the conflict and provide guidance on the appropriate resolution and terms of settlement.