From a raft of employment law updates to major shifts in the world of work, and a complex year for both employers and employees alike, 2024 was a busy year for HR! And thankfully, it was a busy year for us too, as we helped our clients through a wide range of solutions across the full spectrum of HR and employment law!
In this blog, Catriona Reade (Business Development here at Insight HR) talks us through the range of challenges our clients faced this year, and the solutions we provided. If you have similar challenges and want to have access to consistent, dedicated and genuine support for 2025, get in touch with us today!
But for now, read on!
Workplace Investigations: Navigating Complexity with Integrity
Why These Cases Came to the Forefront in 2024
This year, workplace investigations made up a significant part of our work. It’s no surprise – employee awareness of workplace rights continues to grow, and external scrutiny of organisational processes has never been higher. High-profile cases in the media have also set a tone, making it clear that mishandled investigations can lead to significant reputational and financial fallout.
But thankfully, as we have a dedicated workplace investigations team here at Insight HR, we were well placed and ready to tackle these challenges, and find solutions for our clients and their people.
This year, our workplace investigations team dealt with a wide range of topics from protected disclosures, theft, and misconduct and to also working through mediation, expert opinions and more. However, what we saw most, were cases involving bullying, harassment, or sexual harassment.
Luckily, we provide support and services across the spectrum of this area, from preventative training and policies, through to investigation management and advice on post-event remedies!
How Our Team Made an Impact
What makes us stand out is our commitment to fairness, impartiality, and attention to detail. Every investigation we undertake follows a rigorous process, ensuring that it stands up to external scrutiny – whether from a tribunal, court, or regulatory body.
For example, in one case involving harassment, our team took care of all stages of the challenges, both before, during and after the investigation. From advising on the initial management of the complaint, to full management of the investigation, to also providing proactive supports for the future, we helped our client through a very tricky and turbulent time with compliance, compassion and care. Read more about this, right here!
“Our clients know they can trust us to provide not only a thorough investigation but also the support and guidance they need to rebuild trust and improve their workplace.”
Practical Advice for 2025
- Be Proactive: Ensure you have clear policies on bullying, harassment, and misconduct.
- Train Managers: Equip your leadership team to handle complaints sensitively and consistently.
- Engage Experts Early: If an issue feels too complex or sensitive, bringing in external support from the start can save time, reduce stress, and protect your organisation’s reputation. Also consider the structure and resourcing within your organisation. To avoid conflicts of interest, and ensure impartiality and credibility, it may be more than wise to bring in an external investigator to take care of the issue.
Collective Redundancy: Balancing Empathy with Compliance
Why It Was a Common Theme in 2024
Economic pressures led many organisations to restructure this year. Whether driven by rising costs, reduced funding, or shifts in market demand, collective redundancy became an unavoidable topic for HR teams. However, we also saw how poorly managed redundancy processes could damage morale, trust, and employer brand.
How We Supported Our Clients
Our approach combines compliance with compassion. One manufacturing client, for instance, had to reduce their workforce significantly but wanted to remain committed to doing right by their employees, both those being made redundant, and those who would be staying on. By working closely with their leadership team, we ensured their process was legally sound while also helping them communicate openly with employees, offer meaningful support, and manage the emotional impact.
“Redundancy isn’t just about following the rules—it’s about ensuring people feel respected, even in difficult circumstances.”
Practical Advice for 2025
- Plan Ahead: If redundancies are a possibility, start preparing now—review your policies, consultation processes, and communication plans.
- Focus on Communication: Transparent, honest conversations can make all the difference.
- Seek Expert Guidance: The legal and emotional complexities of redundancy can be overwhelming—don’t navigate it alone.
Change Management: Adapting to a New Era
Why Organisations Needed Support
The pace of change in the workplace is accelerating. In 2024, we saw organisations adapting to everything from hybrid working to mergers and acquisitions. The common thread? Change is hard – without the right support, it can lead to disengagement, confusion, and resistance.
What We Delivered
Our change management experts worked closely with clients to develop tailored strategies that aligned with their culture and goals. For example, one client undergoing a major organisational restructure needed to unite two very different teams. By prioritising communication, training, and shared objectives, we helped them achieve a smooth transition that maintained productivity and morale.
Practical Advice for 2025
- Engage Early: Involve employees in the process from the start to build trust and buy-in.
- Train Leaders: Managers play a crucial role in supporting change—invest in their development.
- Focus on Culture: Change isn’t just structural; it’s cultural. Ensure your values are reflected in your approach.
Training: Equipping Managers for Success
Why It Was a Priority in 2024
This year, many organisations recognised the need to invest in their managers. With increasing demands on leadership, managing hybrid teams, addressing performance issues, and navigating sensitive issues & conversations, training was essential.
Our Approach
What sets our training apart is its practicality. We don’t just teach theory; we focus on real-world scenarios, giving managers the tools and confidence to handle even the most challenging situations.
One of the most rewarding moments for me was hearing feedback from a client who’d sent their managers to our dignity at work training. They reported a noticeable improvement in how their team handled conflicts, leading to a more positive and productive workplace.
Practical Advice for 2025
- Prioritise Training: Make it a regular part of your strategy, not a one-off event.
- Tailor It: Generic training won’t cut it – work with experts who understand your industry and challenges. We offer training for HR teams, managers, and employees to ensure everyone in your organisation gets the information and skills they need.
- Measure Impact: Follow up with participants to see how they’re applying their learning. Measurement will also help boost HR’s credibility and impact!
Handbooks and Contracts: The Foundation of Compliance
Why It Mattered in 2024
With ongoing updates to Irish employment law, many organisations realised their handbooks and contracts needed a refresh. But it wasn’t just about compliance – clients also saw this as an opportunity to reflect their values and culture.
How We Helped
Our team worked closely with clients to not only update policies but also make them meaningful and truly embedded in their organisations. For example, one tech company wanted their handbook to reflect their commitment to diversity and inclusion. By aligning their policies with their values and outlining how to effectively communicate the changes, we helped them strengthen both their compliance and their employer brand.
Practical Advice for 2025
- Stay Current: Regularly review your handbooks and contracts to ensure they’re up to date with legal changes.
- Reflect Your Values: Use these documents to communicate what matters most to your organisation.
- Involve Employees: Encourage feedback to make policies more relevant and effective.
Let’s Tackle 2025 Together
So, whether you need employment law advice, phone and email support, compliance assistance, help on a workplace investigation or tricky issue or management training, Insight HR is here to help. Our commitment to quality, transparency, and client satisfaction sets us apart from other providers.
With Insight HR, you’ll receive dedicated support from our experienced consultants, giving you peace of mind.
Contact us today for a no-fee, no-commitment chat to learn more about how Insight HR can help you, your organisation, and your people.
