The HR Room Podcast

Ep 268 - Workplace Inclusion: Two Steps Forward, One Step Back

When we talk about diversity, equity and inclusion in the workplace, it’s easy to focus on metrics, reporting, and representation targets. But what happens when the data improves — and yet employees from underrepresented groups still don’t feel fully included at work?

In this episode of The HR Room Podcast, we explore the latest findings from Elevate, the Inclusive Workplace Pledge led by Business in the Community Ireland. The conversation examines the gap between progress on paper and the lived experiences of employees across Irish workplaces.

Mary and Dave are joined by special guest Richa Tyagi, who leads the Elevate campaign at Business in the Community Ireland. Together, they discuss how organisations can drive meaningful, structural change around inclusion, belonging and equity.

 

Guest

• Richa Tyagi — Lead, Elevate Inclusive Workplace Pledge, Business in the Community Ireland

 

Topics include:

• Why diversity data collection matters
• The gap between representation metrics and lived employee experience
• Structural barriers in recruitment, progression and leadership pathways
• ender representation and the challenges women face progressing to senior leadership roles
• Systemic barriers facing Ireland’s Traveller community in education and employment
• Progress and challenges for LGBTQI+ inclusion in Irish workplaces
• The role HR leaders can play in driving organisational change and accountability
• Upcoming pay transparency legislation and its impact on workplace equality
• Why leadership ownership and evidence-based action are essential for meaningful progress

 

Key Takeaways for HR Leaders

• Collecting diversity data is important — but organisations must use it to drive action and decision-making.
• Inclusion must be embedded at leadership and board level, not treated as a standalone HR initiative.
• Psychological safety is essential if employees are to feel comfortable disclosing aspects of their identity.
• Organisations should examine where underrepresented groups are being filtered out of progression pathways.
• Structural inequality remains a major issue for Ireland’s Traveller community and requires proactive action from employers.
• HR leaders must challenge assumptions, address bias and advocate for accountability at senior leadership level.

Resources

• The Elevate Pledge 2026 Annual Report
• More about Elevate: The Inclusive Workplace Pledge
• More about Business in the Community Ireland

Get in Touch

If you’re not already following us on LinkedIn, please do.

If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn.

To learn more about Elevate and the Inclusive Workplace Pledge, visit Business in the Community Ireland.

 

About The HR Room Podcast

The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today.

If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review.

We love hearing your feedback, we take requests, and we’re always here to support you with your HR challenges.

Immediate HR support 👉 056 770 1060 or info@insighthr.ie

Ep 267 - The Hidden Cost of Sitting Still

Musculoskeletal (MSK) issues — from back pain to joint and muscle injuries — are one of the most widespread and costly health challenges affecting today’s workforce. While often overlooked or accepted as inevitable, these conditions are having a significant impact on employee wellbeing, absenteeism, and organisational performance.

In fact, research suggests that up to 64% of desk-based employees may be experiencing some form of MSK pain at any given time — contributing to lost productivity, increased healthcare costs, and long-term absence.

Despite this, many organisations are sitting still on this issue, taking a reactive approach — addressing issues only when employees are already in pain or unable to work. But as costs continue to rise, particularly in healthcare and insurance, this model is becoming increasingly unsustainable.

In this episode of The HR Room, we explore how organisations can shift from reactive to proactive strategies when it comes to musculoskeletal health. We discuss the role of HR in prevention, the importance of data and business cases, and how organisations can design work and wellbeing strategies that truly support employees.

 

Guest

• Dr. Shane Lowe — CEO & Co-Founder, Vitrue Health

 

Topics include:

• What musculoskeletal (MSK) health is and why it matters in the workplace
• The scale of MSK issues and their impact on absenteeism and productivity
• The role of HR in driving preventative health strategies
• How data can be used to build a compelling business case
• How AI and technology can personalise prevention strategies
• Breaking down silos between HR, health & safety, and benefits teams
• Practical steps organisations can take to start addressing MSK risks

 

Key Takeaways for HR Leaders

• Musculoskeletal health is one of the leading drivers of absence and workplace cost.
• A reactive approach (waiting until employees are in pain) is no longer sustainable.
• Prevention is significantly more cost-effective than treatment.
• Data is critical — HR must quantify the cost of absenteeism and presenteeism.
• Organisational silos (HR, H&S, benefits) can limit the effectiveness of wellbeing strategies.
• AI and technology can enable personalised, scalable prevention solutions.
• HR should take a systems-based approach to designing healthier workplaces.

 

Get in Touch

If you’re not already following us on LinkedIn, be sure to join the conversation.

If you have suggestions for future episodes or would like to be a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn.

To learn more about Dr. Shane Lowe and Vitrue Health, visit vitruehealth.com.

 

About The HR Room Podcast

The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts, and practitioners across Ireland about the issues shaping the world of work today.

If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review.

📞 Immediate HR support: 056 770 1060
📧 Email: info@insighthr.ie

Ep 266 - Navigating the Fuel Crisis: What HR Needs to Know

Rising geopolitical tensions and ongoing conflict between Iran and the US are continuing to create volatility in global energy markets — and while recent government measures have brought some reduction in fuel prices, uncertainty remains in Ireland.

In recent weeks, there have been reports of fuel shortages at pumps, alongside rising costs that are placing real pressure on both employees and employers. What may seem like a global issue is now creating immediate, day-to-day challenges for businesses — from employees struggling to get to work, to increased operational costs and reduced customer footfall in certain sectors.

HR teams are increasingly at the forefront of responding to these challenges. Employers must carefully balance business continuity with employee support, while also being mindful of the legal and employee relations implications of any decisions made.

In this episode of The HR Room, we explore how organisations can respond to the current fuel crisis — from understanding the risks to implementing practical solutions. We’ll discuss workforce impacts, cost-saving measures, flexible working strategies, and longer-term approaches to building resilience in how employees commute.

Guests

• Joe Thompson — Head of HR Services, Insight HR
• Addi Colgan — Irish Representative, Kinto Join

Topics include:

• How the fuel crisis is affecting employers and employees across Ireland
• Operational challenges in sectors like manufacturing, logistics, and shift-based work
• The role of flexible working in easing commuting pressures
• Balancing employee support with business sustainability and cost management
• Alternative commuting solutions such as carpooling and shared transport
• The role of communication and transparency in building trust
• Lessons from previous disruptions (e.g. COVID-19 and remote working)
• Practical ways to support employees without large-scale cost increases
• Planning for long-term uncertainty and building organisational resilience

 

Key Takeaways for HR Leaders

• Employers should respond to the fuel crisis with practical, proportionate solutions.
• Flexibility (where possible) can significantly ease employee pressure and improve retention.
• Not all roles can be remote, but small adjustments (e.g. start times, rostering) can help.
• HR must balance business needs with employee wellbeing.
• Data-driven decisions are essential when assessing flexibility and policy changes.
• Clear, transparent communication builds trust and reduces employee relations risk.
• Alternative commuting solutions (e.g. carpooling) can provide meaningful support.
• Listening to employee feedback is key to identifying effective solutions.
• Employers don’t need to solve everything, but they must show awareness and action.
• Early, thoughtful planning helps build resilience against ongoing uncertainty.

 

Get in Touch

If you’re not already following us on LinkedIn, please do.
If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn.
For more information on Kinto JOIN, visit kintojoin.io

 

About The HR Room Podcast

The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today.

If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review.
We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges.

Immediate HR support 👉 056 770 1060 or info@insighthr.ie

 

Ep 265 - Dawn of the AI Zombies

As artificial intelligence becomes more embedded in everyday work, a new concern is emerging: are we becoming overly reliant on it? In this episode of The HR Room Podcast, Dave and Mary are joined by Dr. Ryne Sherman, Chief Science Officer at Hogan Assessments, to explore the concept of the “AI zombie” — and what it could mean for the future of work.

The conversation examines how increasing dependence on AI tools may be reducing critical thinking, decision-making, and cognitive engagement in the workplace. Ryne explains that while AI offers clear productivity benefits, there is a growing risk that employees may begin to “switch off” mentally, delegating too much responsibility to technology.

Mary highlights real-world examples of AI misuse, including legal cases where individuals relied on AI-generated information without verifying its accuracy. Together, the panel explores how these behaviours could translate into organisational risks — from poor decision-making to reduced capability development.

A central theme throughout the discussion is balance: AI should act as a co-pilot, not an autopilot. The episode emphasises the importance of maintaining human judgment, curiosity, and critical thinking, even as AI becomes more advanced and accessible.

The discussion also explores leadership, learning, and organisational responsibility — highlighting how HR leaders must ensure that technology enhances, rather than replaces, essential human skills.

---

Guest

• Dr. Ryne Sherman — Chief Science Officer, Hogan Assessments

---

Topics include:

• What the term “AI zombie” means and why it’s gaining attention
• The concept of AI as a “co-pilot” vs “autopilot”
• The impact of AI on cognitive ability and critical thinking
• Risks in areas like hiring, performance management, and leadership decisions
• Lessons from past technological shifts (internet, automation)
• Why leadership fundamentals remain unchanged despite AI
• The role of HR in managing AI adoption responsibly
• Training challenges and the limitations of passive learning systems
• The growing importance of creativity, reasoning, and adaptability

---

Key Takeaways for HR Leaders

• AI should enhance human capability — not replace critical thinking.
• Over-reliance on AI can lead to reduced cognitive skills and poorer decisions.
• Strong communication skills are essential for effective AI use.
• Curiosity and continuous learning are key traits in an AI-driven workplace.
• Leadership fundamentals (integrity, judgment, expertise) remain unchanged.
• AI can improve productivity — but may also degrade performance if misused.
• HR must actively guide how AI is used within organisations.
• Training should focus on critical thinking and responsible AI use.
• Passive learning approaches (e.g. LMS-only training) are insufficient.
• Human skills — empathy, judgment, communication — are more valuable than ever.
• Organisations must guard against “skill atrophy” over time.
• The real risk isn’t automation — it’s abdication of responsibility.

---

Get in Touch

If you’re not already following us on LinkedIn, please do.
If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn.

---

About The HR Room Podcast

The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today.

If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review.
We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges.

Immediate HR support 👉 056 770 1060 or info@insighthr.ie

Ep 264 - Org Design: From Strategy To Structure

Organisational strategy often looks clear on paper — but translating that strategy into a structure that actually works in practice is where many organisations struggle. In this episode of The HR Room Podcast, Dave and Mary are joined by returning guest John Kennedy, Head of HR Organisational Development at Iarnród Éireann (Irish Rail), to explore how HR leaders can move from high-level strategy to effective, real-world organisational design.

The conversation examines why structure is not just an operational detail, but a critical enabler of strategy. John highlights the importance of alignment — ensuring coordination, coherence and communication across the organisation — while Mary emphasises the risks of poorly thought-through changes, including unintended consequences and organisational friction.

Together, they explore the realities of organisational change, from the need for continuous adaptation (rather than one-off transformation) to the human challenges that often derail even the most well-planned initiatives. The discussion blends practical insight with real-world experience, including examples from Irish Rail’s large-scale transformation and investment programmes.

A key theme throughout the episode is that successful organisational design is not just about structure — it’s about people. From gaining buy-in and addressing resistance to understanding the psychology behind change, HR leaders play a central role in ensuring that strategy translates into meaningful outcomes.

Guest

• John Kennedy — Head of HR Organisational Development, Iarnród Éireann (Irish Rail)

Topics include:

• Why organisational structure is critical to delivering strategy
• The shift from episodic change to continuous organisational evolution
• Common pitfalls in organisational design and unintended consequences
• How poor structure can restrict communication, innovation and decision-making
• Translating strategy into practical, actionable structural decisions
• Why change initiatives fail despite strong planning
• The importance of employee buy-in and bringing people along the journey
• Real-world insights from Irish Rail’s transformation and people strategy
• Linking HR initiatives to measurable business outcomes
• The role of curiosity in navigating change and organisational design

Key Takeaways for HR Leaders

• Organisational structure must be intentionally designed to support strategy — it won’t happen by default.
• Alignment across teams and functions is essential for effective execution.
• Change is no longer a one-off event — organisations must be designed for continuous evolution.
• Poor design can create duplication, confusion and communication breakdowns.
• HR must focus on translating strategy into practical, people-focused actions.
• Resistance to change is natural and often rooted in fear, stability and habit.
• Leaders must address emotional and psychological barriers — not just operational ones.
• Curiosity varies across individuals — and must be nurtured, not assumed.

Get in Touch

If you’re not already following us on LinkedIn, please do.

If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn.

About The HR Room Podcast

The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today.

If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review.

We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges.

Immediate HR support 👉 056 770 1060 or info@insighthr.ie

Ep 263 - Understanding Gen Z in the Workplace

Gen Z are rapidly becoming the most influential generation in the workplace — and by 2035, they are expected to be the largest cohort in the workplace globally. Raised in a fully digital world and shaped by economic uncertainty, global crises and the COVID-19 pandemic, they bring distinct expectations around work, wellbeing and career development.

In this episode of The HR Room Podcast, Dave and Mary are joined by Dr Mary Collins, Chartered Psychologist at the Royal College of Surgeons Ireland, alongside Insight HR’s own Aoife Dolan, representing Gen Z in practice. Together, they explore the defining characteristics of this generation, combining academic research with lived workplace experience.

The conversation highlights how Gen Z prioritises purpose, flexibility and wellbeing over traditional career paths. From job mobility and side hustles to their expectations of leadership and workplace culture, the discussion offers valuable insights into how organisations can better attract, engage and retain this emerging workforce.

The episode also explores challenges — including rising loneliness, lower stress tolerance and the impact of social media — while emphasising the importance of intentional workplace design, multi-generational collaboration and innovative practices like reverse mentoring. Ultimately, Gen Z are not just changing the workplace — they are reshaping what work means.

Guest

• Dr Mary Collins — Chartered Psychologist, Royal College of Surgeons Ireland
• Aoife Dolan - HR Advisor, Insight HR

Topics include:

• Who Gen Z are and how they differ from previous generations
• Why Gen Z prioritise wellbeing, flexibility and purpose at work
• The rise of job mobility, portfolio careers and side hustles
• How attitudes to loyalty and career progression are evolving
• The role of loneliness, stress and social media in Gen Z’s experience
• Generational differences in confidence, communication and expectations
• The concept of reverse mentoring and cross-generational learning
• Designing workplaces that support a multi-generational workforce

Key Takeaways for HR Leaders

• Gen Z value purpose, flexibility and wellbeing more than traditional career stability.
• Loyalty is conditional — organisations must earn it through meaningful experiences.
• Mental health, loneliness and stress tolerance are critical considerations for this cohort.
• Career paths are becoming more fluid, with increased job mobility and side hustles.
• Intentional workplace design is essential to support engagement and development.
• Flexibility and autonomy are no longer perks, but expectations.
• Organisations that adapt to Gen Z’s needs will be better positioned for the future of work.

Contact Dr. Mary Collins

• Contact Dr Mary Collins on LinkedIn and @drmaryecollins on Instagram

Get in Touch with Insight HR

If you’re not already following us on LinkedIn, please do.
If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn.

About The HR Room Podcast

The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today.

If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review.
We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges.

Immediate HR support 👉 056 770 1060 or info@insighthr.ie

Ep 262 - The Importance of Play at Work

Playfulness at work is often misunderstood as being unprofessional or distracting — yet growing research shows that adopting a more playful mindset can enhance psychological safety, boost creativity and improve team performance.

In this episode of The HR Room Podcast, Dave and Mary are joined by Kelsey Kates, founder of Playfully Works and former Global Head of Learning Experiences at Google. Kelsey shares insights from neuroscience, leadership development and workplace culture to explain why playfulness is not about games or forced fun — but about mindset, curiosity and openness.

Together, they explore how leaders can intentionally create space for experimentation, connection and learning. From purposeful meeting openers and humour to creative problem-solving tools like LEGO and storytelling, the discussion highlights practical ways HR leaders and managers can embed playfulness into everyday work.

The conversation also addresses common scepticism around workplace play, emphasising the importance of psychological safety, authentic leadership and balancing serious responsibilities with moments of lightness and human connection. Ultimately, playfulness is positioned as a powerful enabler of engagement, resilience and innovation in modern organisations.

Guest

• Kelsey Kates — Founder, Playfully Works; Former Global Head of Learning Experiences, Google

Topics include:

• What playfulness really means — and why it’s more about mindset than games
• The neuroscience behind playfulness and how it supports learning and adaptability
• Why humans are the only mammals who stop playing as they age
• How playfulness can increase psychological safety and reduce defensive thinking
• The role of humour, curiosity and experimentation in driving engagement
• Practical examples from Google, including riddles and LEGO-based facilitation
• How playful approaches can help teams challenge unconscious bias
• Why leaders who show authentic playfulness are often seen as more trustworthy
• Why playfulness should be seen as a cultural enabler rather than forced fun

Key Takeaways for HR Leaders

• Playfulness is a mindset that supports creativity, openness and psychological safety.
• Leaders who model authentic playfulness can build stronger trust and connection with teams.
• Structured techniques like purposeful meeting openers can increase engagement.
• Creative tools — such as riddles or hands-on activities — can unlock new perspectives.
• Encouraging safe experimentation helps teams build adaptability and resilience.
• Playfulness should be intentional and inclusive, not distracting or inappropriate.
• Even in serious HR environments, moments of fun can help relieve emotional pressure.
• Behavioural challenges can sometimes be addressed more effectively through creative approaches.
• Organisations that embrace playfulness thoughtfully can enhance wellbeing, productivity and innovation.

Get in Touch

If you’re not already following us on LinkedIn, please do.
If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn.

About The HR Room Podcast

The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today.

If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review.

We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges.

Immediate HR support 👉 056 770 1060 or info@insighthr.ie

 

Ep 261 - Neurodiversity in the Workplace

Neurodiversity is increasingly recognised as a natural and valuable part of workforce diversity — but many organisations are still unsure how to translate awareness into meaningful workplace change.

In this episode of The HR Room Podcast, Dave is joined by returning guest Stacey Machesney, Head of Health & Wellbeing at Irish Life, and Joe Redmond, HR Consultant at Insight HR. Both guests share their personal experiences as neurodivergent professionals alongside practical guidance for HR leaders seeking to create more inclusive, supportive environments.

Together, they explore why neurodiversity is not a deficit or a trend, but a long-overdue recognition of different ways people think, learn and process information. The conversation highlights the importance of psychological safety, clear communication, workplace design, and leadership training — all key enablers of employee success.

From recruitment practices and role clarity to sensory considerations in office spaces, Stacey and Joe offer actionable insights that organisations can implement today to better support neurodiverse employees — and ultimately improve the experience for everyone at work.

Guests

• Stacey Macchesney – Head of Health & Wellbeing, Irish Life
• Joe Redmond – HR Consultant, Insight HR

Topics include:

• What neurodiversity means
• Why awareness of neurodiversity has increased — and why it’s not a “new trend”
• Personal experiences of ADHD and dyslexia in professional environments
• The importance of psychological safety when employees disclose neurodivergence
• Why clear, concise and consistent communication benefits all employees
• Challenges of open-plan offices, sensory overload and workplace distractions
• Practical supports such as flexible breaks, quiet spaces and assistive tools
• The risks of labelling neurodivergence as a “superpower” and overlooking challenges
• Why organisations must move from a medical model to a cultural framework
• The role of manager training and inclusive recruitment practices
• How ambiguous job descriptions and unclear expectations can increase stress
• Why one-size-fits-all approaches don’t work for neurodiverse workforces
• The value of employee resource groups and long-term culture change initiatives

Key Takeaways for HR Leaders

• Neurodivergence is a difference, not a deficit — and recognising this is foundational to inclusion.
• Creating psychologically safe environments encourages openness and enables better support.
• Clear goals, structured communication and measurable expectations reduce unnecessary cognitive load.
• Workplace design — including noise levels, lighting and flexibility — can significantly impact performance and wellbeing.
• Leadership teams don’t need to be experts but should seek guidance and training.
• Inclusive recruitment practices help attract and retain diverse talent.
• Culture change takes time; meaningful progress often requires a multi-year, step-by-step approach.
• Supports designed for neurodivergent employees typically improve the employee experience for everyone.
• Avoid treating neurodiversity initiatives as a one-off event or awareness campaign.
• Listening to lived experience — with or without formal diagnosis — is essential.

Organisations that proactively build inclusive cultures will be better positioned to unlock the strengths of neurodiverse talent while supporting wellbeing and performance across the entire workforce.

Resources/References

• Read Joe's article - Neurodiversity in the Workplace: Key Insights Every Employer Should Know
• You can speak to Stacey and her team at Irish Life Wellbeing.

Get in Touch 

If you’re not already following us on LinkedIn, please do.

If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn.

About The HR Room Podcast

The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today.

If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review.

We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges.

Immediate HR support 👉 056 770 1060 or info@insighthr.ie

 

 

 

Ep 260 - The EU Pay Transparency Directive: Everything You Need to Know

Pay transparency is about to transform how organisations manage compensation, communicate pay decisions, and demonstrate fairness in the workplace.

In this episode of The HR Room Podcast, Dave is joined by Pat Gurren, Managing Director of Gurren Compensation Consultancy, to unpack the EU Pay Transparency Directive and what it means for employers ahead of its implementation in June 2026.

With over 35 years of experience in compensation strategy, Pat explains why this directive represents the most significant shift in reward management in decades. From new employee information rights and pay reporting requirements to the cultural impact of transparency within organisations, Pat shares practical insights to help HR leaders prepare.

The conversation also explores the growing importance of job evaluation, the risks of delaying preparation, and why this directive is far more than a compliance exercise.

Whether your organisation has already begun preparing or has yet to start, this episode provides essential guidance on how to approach pay transparency in a structured and strategic way.

Guest

• Pat Gurren – Managing Director, Gurren Compensation Consultancy

Topics include:

• What the EU Pay Transparency Directive is and why it was introduced
• Why pay secrecy is being targeted by the legislation
• New transparency requirements for employers when advertising roles and negotiating salaries
• Understanding “work categories” and the concept of work of equal value
• Why job evaluation is becoming critical again for HR teams
• The new 5% gender pay gap threshold and what happens if it cannot be justified
• Public reporting requirements expected from 2027 onwards
• The shift in the burden of proof in equal pay claims — from employee to employer
• Why pay transparency is a major organisational culture change, not just a compliance exercise
• Common mistakes organisations are making as they prepare for the directive

Key Takeaways for HR Leaders

• The EU Pay Transparency Directive represents one of the most significant changes to reward management in decades.
• Employers must be prepared to disclose average pay by gender within defined work categories.
• If a gender pay gap of 5% or more exists within a work category and cannot be objectively justified, employers will be required to address it.
• The burden of proof in equal pay cases will shift to the employer, increasing the importance of robust pay structures.
• Job evaluation frameworks will become essential for defining work categories and demonstrating pay fairness.
• Pay data must be continuously monitored, as hiring, promotions, or departures can quickly affect compliance.
• Managers will need training to confidently explain job levels, pay decisions, and reward structures.
• Organisations that delay preparation risk major operational and cultural challenges when transparency increases.
• Pay transparency is not a simple compliance task — it requires data analysis, clear reward strategy, and strong internal communication.

For organisations that have not yet begun preparing, the time to act is now. Addressing job evaluation, pay structures, and reporting capabilities early will make the transition to transparency far more manageable.

Get in Touch

You can reach Pat at pat@gurren.ie or via his website at www.gurren.ie. 

You can contact us for a confidential conversation at info@insighthr.ie. 

If you’re not already following us on LinkedIn, please do.

If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn.

About The HR Room Podcast

The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today.

If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review.

We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges.

Immediate HR support 👉 056 770 1060 or info@insighthr.ie

 

Ep 259 - How to Navigate Irish Immigration Law

Immigration and employment law continues to evolve — and for HR professionals in Ireland, staying compliant while attracting global talent has never been more important.

In this episode of The HR Room Podcast, Dave is joined by Alice Heron, Manager at Fragomen, one of the world’s leading immigration services firms, to break down everything HR leaders need to know about Irish immigration law in 2026.

From updated salary thresholds to graduate hiring opportunities and strengthened compliance obligations, Alice provides clear, practical guidance to help HR professionals confidently manage international recruitment.

Whether you’re hiring from abroad, retaining international graduates, or reviewing your internal compliance processes, this episode offers essential insights for workforce planning in a changing regulatory landscape.

---

Guest

Alice Heron – Manager, Fragomen

---

Topics include:

• The difference between permission to work and permission to reside
• What HR needs to know about right-to-work checks
• Understanding Critical Skills, General, and Intra-Company Transfer permits
• The new Minimum Annual Remuneration (MAR) thresholds and what they mean for 2026
• Changes under the Employment Permits Act 2024
• The Eligible and Ineligible Occupations Lists – and why they matter
• Family reunification rules and dependent considerations
• Visa timelines and workforce planning
• Hiring and retaining international graduates in Ireland
• Stamp 1G and Stamp 2 permissions explained
• Common compliance pitfalls HR teams should avoid
• Why immigration should be part of long-term workforce strategy — not an afterthought

---

Key Takeaways for HR Leaders

• Permission to work and permission to reside are separate systems — always verify both.
• The new MAR thresholds (increasing through to 2030) mean salary planning must align with immigration requirements.
• Immigration compliance is a lifecycle process — not a “file it and forget it” task.
• Expiry date tracking for permits and IRP cards is critical to avoid operational disruption.
• Graduate hiring presents a major opportunity, but early permit planning is essential.
• Family considerations (including spouse work rights and dependent rules) significantly impact talent attraction and retention.
• Promotions, salary changes, and role updates must be formally notified to the Department.
• Strong record-keeping is essential in the event of a Workplace Relations Commission audit.
• Employers who can clearly communicate long-term pathways (e.g., Stamp 4 eligibility) gain a competitive advantage in attracting global talent.

---

Resources

• Eligibility and requirements for an employent permit
• Critical Skills Occupations List
• Ineligible List of Occupations for employment permits
• Types of Employment Permits

Get in Touch

If you’re not already following us on LinkedIn, please do.

If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn.

---

About The HR Room Podcast

The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today.

If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review.

We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges.

Immediate HR support 👉 056 770 1060 or info@insighthr.ie