NFP employment law consultancy

Professional advice on navigating Irish employment law

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Having legally compliant policies and processes is the very first rung on the ladder to success; without compliance, you not only risk fines and other regulatory punishments, but creating a fair, harmonious and productive work environment becomes a near-impossible task.

At NFP, we offer professional employment law consultancy ensures you receive specialist guidance on a wide range of HR and employment-related matters.

Our employment law consultants can support your business in a number of ways, including with:

Investigation services: Conducting thorough investigations into bullying, harassment, disciplinary, and grievance matters, providing clear recommendations and reports.
Representation at WRC and Labour Court: Providing specialist representation during hearings, including preparation of submissions and on-site support.
Ongoing client support: Ensuring regular communication with your dedicated consultant for continuous HR and employment law assistance.
Employment law compliance: Advising on legislative changes and assisting with the implementation of compliant HR practices.

Why our clients trust NFP employment law consultants

We have decades of experience providing HR and employment law support throughout Ireland
Our breadth of solutions can be tailored to your unique needs and cover all corners of not just employment law but HR in general
Our exceptional client service and commitment to going above and beyond client expectations
Our HR division is led by Caroline Reidy a proven top trainer, keynote speaker and workplace investigator.

Frequently asked questions

What do I legally need to give new hires in writing?

At minimum: a written statement of core terms within the first 5 days, a written contract including all other terms within one month of starting as well as a written copy of the company’s disciplinary procedure and grievance procedure.

How long can probation be – and can I end employment during it?

Private-sector probation is generally max 6 months (can be extended up to 12 months only in limited, justified cases). If performance isn’t working, you still must use fair procedures (tell them the issues, allow a response, and offer representation) before dismissal.

What are the minimum annual leave and public holiday entitlements?

Most employees get at least 4 working weeks’ paid annual leave (pro rata for part time employees), plus public holidays (now ten days a year, including St Brigid’s Day). Part-time staff qualify for public holidays if they’ve worked 40 hours in the previous 5 weeks.

How does statutory sick pay work in 2025?

Statutory Sick Pay is currently 5 days per year, paid by the employer at 70% of normal pay (capped at €110/day), for medically certified absences. The Government confirmed the 2025 entitlement remains at 5 days.

What’s the difference between redundancy and unfair dismissal?

Redundancy is about a genuine business need to remove a role; eligible staff get a statutory lump sum (generally two weeks’ pay per year of service, capped at €600/week, plus a bonus week). Unfair dismissal is about how/why the person was let go – if procedures or reasons aren’t fair, it can be challenged at the WRC.

What happens if a case goes to the Workplace Relations Commission (WRC)?

Most employment claims (including unfair dismissal) must be lodged within 6 months of the issue (can extend to 12 months for “reasonable cause”). The WRC can mediate or hold a hearing and issue a legally binding decision.

Please note that the provision of this product or service does not require licensing, authorisation, or registration with the Central Bank and, as a result, it is not covered by the Central Bank requirements designed to protect consumers or by a statutory scheme.