Our HR experts support every aspect of your business’s interpersonal relationships in the working environment, from the very text of a job advertisement to the interview process, through appraisals, performance reviews, disciplinary action, redundancy, retirement and dismissals and everything in between. Employee Relationship Management (ERM) is concerned with every aspect of the employee – employer relationship, ranging from the actual wording of a job advertisement to terms and conditions of employment, to retirement and everything in between.

Our consultants work closely with our clients to ensure that the most effective and harmonized relationships are being fostered. We ensure that all of the clients’ documentation from employment contracts to staff handbooks are in compliance with the law, but we also endeavour to produce documentation which accurately reflects the clients’ company ethos and culture. Once policies and procedures have been created and depending on the service level required we can assist the client in introducing and implementing these systems or release them into the hands of the manager responsible for this department within the client company.

Following the introduction of the Safety Health and Welfare at Work Act 2005 employers are now more aware than ever of the importance of having formalised policies and procedures in place, governing safety in the workplace. Our consultants carry out detailed safety audits and risk assessments, provide the client with a report of the findings of their inspection, supported with photographic evidence and subsequently produce a Safety Statement and supporting Safety Management Systems for the client. Safety handbooks are also provided for all members of staff and, depending on the level of service required our consultants can introduce and implement the new policies and procedures.

When grievances and disputes escalate over and above the realms of normal ERM guidelines, our employment law experts are dedicated to resolving all issues in a timely and amicable manner. Claims of bullying, harassment, unfair dismissals etc. can cause panic and fear for most employers but with the help of our consultants this need not be an upsetting or traumatic event. Where possible we seek to resolve problems through mediation and arbitration and to avoid the recourse of the labour courts. But where things do become more complicated, esa will engage in all legal correspondence, case preparation and representation in the Workplace Relations Commission, Employment Appeals Tribunal and Labour Courts. Our experts have great deal of experience in the area of industrial relations and negotiations with Trade Unions and have a wealth of invaluable acumen to bring to any disputes. Our excellent reputation in Employment Law circles instils a great deal of confidence in employers for whom these kinds of issues are the most daunting and terrifying imaginable.

As well as having to provide a safe working environment employers also have a duty to provide education and training on safety in the workplace to all employees. Employees have a right to a safe work place but they also have many responsibilities to work with their colleagues and employers to maintain a safe environment. Maintaining a safe and healthy workplace must be viewed as a shared objective of all members of staff and must be encouraged at all levels. Furthermore, the importance and indeed legal obligation of having trained fire wardens and first aiders on site cannot be stressed highly enough.

We Provide employees’ access to services and support to assist with mental health, conflict, requirements, financial issues, and other such support that could prevent them for working successfully. Personal problems can adversely affect and impact work performance.

The Five most common issues break down as follows: