Being HR compliant means that employers….
- Adhere to requirements of Legislation, Regulations, Standards, Regimes and Guidelines affecting all sectors on an ever-increasing basis
- Can confidently tender for large scale contracts when they have correct HR policies and procedures in operation
- Being risk savvy and not vulnerable to HR claims due to employees’ knowledge and implementation of their rights
- Can minimise legal claims in courts, tribunals, etc when correct policies, procedures and best practices are in place, and monitored
- Are compliant with their requirements if audited by NERA* or other statutory bodies
- HR compliance = regulatory compliance and risk management
Employment law compliance is of increasing importance as evidenced in the Employment Law Compliance Bill 2008. Whilst not enacted as yet it sets out that there are 23 potential criminal convictions for breaches of employers’ obligations. This Bill provides penalties for offences in most cases up to €5,000 and/or 12 months’ imprisonment for summary offences and €250,000 and/or 3 years’ imprisonment for indictable offences. The Bill also makes provision for “name and shame” and issuing spot fines called “fixed payment notices” to employment law defaulters. Such convictions and penalties apply across a range of employment legislation disciplines such as terms of employment, minimum wages, working time, redundancy, protection of employment and employment of young persons.
* National Employment Rights Authority (Workplace Relations)