Irish workplaces and workers are facing a time of major change, as businesses grapple with changing work patterns ushered in by the Covid-19 pandemic as well as rapid advances in technology and the financial uncertainty brought about by the cost of living crisis.
We want to hear from you about any work-related issues you want to put to our panel of experts.
Earlier this year, The Irish Times started a new Q&A column aimed at answering questions workers may have amid these transformations, and to help them overcome more general workplace dilemmas - from navigating tricky colleagues to moving jobs to the financial implications of working less. We assembled a panel of experts in human resources, employment law, and career progression and coaching, as well as management consultants, tax advisers and experts in personal finance, to help us offer a professional perspective on your workplace queries.
One of the queries we received dealt explicitly with the issues thrown up by the move towards hybrid working. In this Q&A from May, a reader asked: “We are planning to relocate out of Dublin, but I would like to retain my current job by working remotely and attending the office on a monthly basis – out of line with the current policy of two days in the office. What is the best way to approach this change in the work from home arrangement with my employer without impacting our relationship and lowering my career progression opportunities? Is it reasonable to assume that an arrangement to suit both parties is achievable?” To answer this query, we spoke to experts working in human resources and recruitment for their perspectives, and they provided several important insights into what is feasible in this regard amid the era of remote working.
Other reader queries related to perennial issues such as maternity leave. In this Q&A from June, a reader wrote: “I’m currently pregnant and not eligible for my employer’s current maternity policy. One of my colleagues who went on maternity leave (in employment with the same employer for less time than me) was offered a special arrangement for her leave. Does this set any legal precedent for me?” Our experts were able to advise the reader that, although there is not necessarily a legal precedent in this scenario, as circumstances can vary among employees, leading to special arrangements, it could benefit them in any negotiations or arguments for better maternity benefits.
Our experts have also been able to advise in highly specific situations. In this query from June, a reader wrote: “I was asked to join a different area (not immediately related to my skillset) for what I was told was a permanent move which then became a 12-month project. Then unexpectedly and with only one day’s notice, I was informed that the project was being ‘deprioritised’ and I would be returning to my old role the following week.
“I believe the real reason was that management in the new role were never satisfied that I was not an expert in that area. While disappointed and embarrassed (my previous colleagues had organised leaving drinks and a generous gift), I accepted the decision. I asked HR for the process to be improved to prevent a recurrence for others but I feel my concerns were dismissed and they told me that I should take the issue up with line management. I do not feel this was an appropriate response, or am I being overly sensitive?” We spoke to experts working in human resources and workplace investigation for their insights into this dilemma and the consensus was this situation was not ideal. These experts were able to map a way forward for the reader amid the “disorganised” and “disrespectful” handling of this situation by their workplace.
Our Q&A series is continuing, and our experts want to hear from you about any issues you may have in the realm of work.
You can use the form below to submit your workplace questions. Please limit your submissions to 400 words or less and please don’t forget to include a phone number.
Your name and contact details will be confidential and will only be used for verification purposes and will not be published. Any details about your employer will also be anonymised.
Please note we may not publish a response to every submission we receive.
This column is not intended to replace professional advice and only questions selected for publication can be answered.
