2026 is set to be a significant year for HR in Ireland. New regulations around pay transparency, pensions, AI, equality, and employee protections are reshaping how organisations hire, reward, and support their people. Alongside these changes, expectations around fairness, trust, and employee experience continue to rise. So where do we start? These five HR resolutions will help organisations stay compliant while creating better experiences for their people.
Employment law changes are no longer happening in isolation - they’re reshaping how employees experience work.
From pension reform and equality legislation to enhanced protections around maternity, harassment, and flexible working, the legal landscape in Ireland is raising expectations around fairness, consistency, and accountability. For employees, these changes are not viewed as technical updates; they are interpreted as signals of how seriously an organisation takes its responsibilities.
In 2026, HR leaders have an opportunity to move beyond a compliance-first mindset and use legal change as a catalyst for cultural improvement. That means reviewing policies through an employee lens, ensuring they are applied consistently, and clearly communicating what changes mean in practice — not just what the law requires.
Organisations that succeed will be those that:
Anticipate legal changes rather than reacting at the last minute
Apply policies fairly and consistently across teams and roles
Equip managers to confidently explain new rights, protections, and processes
Communicate openly about why changes are being made and how they support employees
When legal updates are handled transparently and thoughtfully, they reinforce trust rather than create confusion. Done well, compliance becomes more than risk management — it becomes a visible commitment to fairness and respect at work.
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As AI regulation, flexible working expectations, and wellbeing protections continue to evolve, HR leaders must ensure that systems and policies enhance - rather than replace - human judgement.
Employees want reassurance that decisions affecting pay, progression, and performance are fair, unbiased, and rooted in trust. The organisations that succeed in 2026 will be those that balance innovation with empathy and transparency.
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In a year defined by change, assumptions are risky.
As organisations navigate pay reform, new pension requirements, AI regulation, and evolving employee expectations, one thing matters more than ever: understanding how these changes are actually being experienced by your people.
Too often, organisations collect feedback without closing the loop — or rely on informal signals rather than structured insight. In 2026, effective HR strategies will be built on credible, consistent employee voice, combined with visible action and communication.
Listening well means more than running a survey. It means:
Creating safe channels for honest feedback
Understanding where trust is strong — and where it’s fragile
Prioritising actions that will have the greatest cultural impact
Communicating clearly about what will change, what won’t, and why
Taking — or renewing — the Great Place to Work® Employee Survey gives organisations a trusted, benchmarked view of employee experience across key dimensions such as trust, fairness, leadership, and engagement. It provides HR leaders with evidence to guide decisions, track progress over time, and focus effort where it matters most. In 2026, listening isn’t a soft skill, it’s a strategic advantage.
Pay is one of the most visible signals of fairness in any organisation.
With the National Minimum Wage now at €13.50 per hour and further increases expected, employees - particularly in hourly and shift-based roles — are paying closer attention to how pay decisions are made and communicated. Inconsistent structures or unclear messaging can quickly undermine trust.
2026 is the right time for HR leaders to:
Conduct a pay equity review across roles and teams
Ensure consistency between base pay, allowances, commission, and variable pay
Equip managers to have clear, confident pay conversations
Communicate pay decisions with greater transparency and clarity
Handled well, pay transparency and fairness don’t just reduce risk — they strengthen trust, credibility, and long-term commitment.
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In a competitive labour market, culture isn’t what you say it is - it’s what employees consistently experience and what candidates can clearly see.
In 2026, organisations are under increasing pressure to demonstrate fairness, trust, and credibility — not just internally, but externally. Employees want proof that leadership listens and acts. Candidates want evidence that an organisation lives its values.
That visibility matters. In fact, 70% of Irish employees say they are more likely to want to work for an organisation that has been Great Place to Work® Certified™ — a clear signal that independent validation of culture plays a powerful role in attraction and reputation.
HR leaders should focus on:
Clearly defining what “great culture” looks like in their organisation
Measuring culture consistently, not sporadically
Turning employee feedback into visible, meaningful action
Communicating progress with honesty and clarity
To join the thousands of organizations worldwide that are building high-trust workplace cultures that attract, retain, and truly care for their people. Contact us today to start your Great Place to Work® Certification.
About Great Place to Work®
Great Place to Work® is the global authority on workplace culture. We help organizations measure their employee experience and translate culture into better business results by creating high-trust, high-performance workplaces. We recognize Great Place to Work-Certified™ companies and Best Workplaces™ in more than 60 countries.