In these economic times, as an employer you need to focus on developing your business and sales pipeline. With time and resources limited you should leave employment law/HR and employment records to the experts, Employment Clinic.

Our philosophy is to work with our clients and develop a lasting relationship, a relationship built on trust and the reassurance of knowing employers employment law matters are in safe hands.  We develop solutions at work. An Employment law audit from Employment Clinic will assess your policies and procedures and give you the peace of mind of knowing you are compliant with the vast amount of Employment Law legislation in Ireland and Europe.

An Employment Law Audit entails:

• A complete review of all of your employment and HR practices

• A review of employment contracts in each workforce category, part-time, fixed term worker etc
• Identifying and defining the Policies and Procedures that need to be added or amended within your HR practices
• Identifying a dispute resolution procedure
• National Employment Rights Authority Inspection Compliance
• A complete review of employment records

What is NERA?

The National Employment Rights Authority (NERA) was established on a statutory basis in 2008 under the Employment Law Compliance Bill 2008.

NERA aims to secure compliance with employment rights legislation and to foster a culture of compliance in Ireland through five main functions:

• Information Inspection
• Enforcement
• Prosecution
• Protection of Young Persons

NERA is an Office of the Department of Enterprise, Trade and Employment and has its headquarters in Carlow, with regional offices in Cork, Dublin, Shannon and Sligo.

Ger Deering is the Director of NERA, and he is supported in his role by NERA’s Management Team and the staff of the five functions.

The Bill seeks to ensure compliance with employment law through the powers which it assigns to NERA and to its Director which include:-

• Monitoring compliance through inspection, entry onto premises, examination and copying of employment records, and carrying out investigations (11,499 calls/visits/investigations were completed in the first half of 2008).
• Prosecution of offences by way of summary proceedings.
• Referral to DPP where the Director has reasonable grounds for believing that an indictable offence under employment legislation has been committed. (38 cases were referred to the DPP in the first half of 2008.)
• Making arrangements with certain named bodies including the Revenue? Commissioners and the Department of Social and Family Affairs for the?disclosure of certain information.
• Entering into co-operation agreements with other agencies.
• Publishing codes of practice.