First published on Tuesday, April 15, 2025
Last updated on Tuesday, April 15, 2025
Welcome to HR Heartbeat, where we take a look at the week’s most pressing HR and employment law stories. With over a decade of experience as a solicitor working in employment law, I give my opinion on current trends impacting your business, as well as my own personal commentary on all things HR and legal.
Dogs in the office? It’s a surprisingly serious HR question
An office manager in the south-west has found herself caught between barking mad requests and a hard place. After a “bring your child to work” day led to chaos, a senior staff member pointed out the irony: kids are allowed to run riot, but her calm, well-mannered poodle is still banned from the premises.
It might sound like a non-issue, but it does raise what I think is an important issue: how flexible should you be to encourage remote workers back on-site?
Pet friendly policies are becoming more common, especially in competitive sectors. And for people who have worked from home and enjoyed relaxed child and pet caring responsibilities since the pandemic, these are real things to be weighed up in the quest for talent retention. The right workplace policy, clearly written and fairly applied, can help avoid any fur flying later on.
Wellbeing matters—and flexibility is king
According to Ibec’s latest research, Irish workers have made it crystal clear: hybrid and flexible working are central to their wellbeing. In fact, over a third say they’d swap to a high-paying role for one that offers flexibility.
For workers, it’s not just about convenience, but mental health and long-term job satisfaction. Seven in ten employees say workplace wellness is more important now than ever, but many feel their managers aren’t properly equipped to support it.
As we approach National Workplace Wellbeing Day on the 30th April, it’s the perfect time for employers to reflect: are you doing enough? Wellness initiatives don’t have to break the bank, but they do need to be consistent and part of a genuine culture of care if you want to make an impact.
Plus, there are some extremely accessible ways to facilitate flexible and hybrid working in your business out there to get you started.
Dismissed without cause? That’ll be €145k, please!
In the single biggest unfair dismissal case of the year, an accountant was granted over €145,000 after being let go without any explanation from her employer. The tribunal ruled that the employer’s refusal to give a reason for the dismissal severely damaged her future job prospects, leaving her unable to explain the gap in interviews and struggling to secure permanent work.
The message for employers? Dismissing someone without cause or process isn’t just cold—it’s costly. Beyond the (hopefully obvious) legal risk, it can harm your brand, drain morale, and erode the all important measure of trust across your team.
If you’re ever considering termination, even in emotional circumstances, keep it prim and proper. I can’t understate the importance of following proper procedures. Keep clear records, give a fair and transparent reason, and handle the process professionally. With the right HR tools and expert guidance, you can manage dismissals lawfully—and avoid writing six figure cheques just to clean up the mess.
And that’s a wrap from me. Tune in next time for my take on the latest headlines and employment law stories, helping keep your business ahead!
