Our services

Employment legislation in Ireland and the EU has developed significantly in recent years. Your Employer‚ obligations and the duty of care you must apply to your employees under Law have never been more intense.

We can introduce robust HR policies, procedures and standard documentation that will give your organisation the opportunity to offer a full and consistent approach to managing your team.

We won’t use a one size fits all approach, all documentation is written to suit your individual business needs to ensure you get the most out of your employees.

Why should a business introduce HR policies?

• To help protect the company against legal claims.
• To help to comply with existing or new legislation.
• To help keep a more formal and consistent approach and to meet the business needs as the business grows.
• To support the company strategy and vision.
• To keep up with competitors.

Complete HR can assist your organisation in identifying what policies and procedures you need to develop and what training your Supervisors / Managers need in their implementation and application on a continuous basis.

We will be able to give advice in order to ensure your terms and conditions of employment comply with legislation and are suitable to your business.

The moment an applicant unconditionally accepts your offer of a job, a contract of employment comes into existence. The terms and conditions can be oral, written, implied or all three.

You are under a legal duty to provide the employee with a written statement of main employment particulars within 2 months of a start date.

An Employee Handbook is a useful supplementary document to your Contracts of Employment bringing together employment and job-related information which employees need to know. It typically has three types of content:

1. Cultural: a welcome statement, the company’s history, mission, vision and values.
2. General Information: holiday arrangements, company benefits and policy summaries.
3. Case-Specific: general company policies, rules, disciplinary and grievance procedures, and other information compliant with employment legislation.

Complete HR can assist you to generate or update all of the Contract of Employment types you need along with an Employee Handbook.

In a tight labour market finding and recruiting the right person at the right time for the right job is challenging.
We do not work on the same model as a recruitment agency, instead we act as your recruitment manager undertaking the following on your behalf:

• Write and advertise job descriptions and specifications.
• Manage applications and responses.
• Screen and select candidates.
• Generate appropriate interview questions and paperwork.
• Hold first interview stage.
• Attend/hold further interview stages.
• Arrange psychometric testing and pre-employment medicals.
• Conduct reference checks.
• Make offers.
• Develop and issue contracts of employment.
• Arrange and manage inductions.

Using this end to end process can save you time and money.

We will give a professional image of your business making you increasingly attractive to potential candidates.

We will also ensure that your company doesn’t fall into potential pitfalls in the recruitment process, including discrimination, permits to work and data protection issues.

The cost of labour to any business is significant. Therefore the reward package comprising of pay, incentives and benefits should be aligned with business goals and serve to:

• Attract high caliber employees which enhance your organisations competitive advantage.
• Retain valuable employees.
• Motivate employees in both individual and team environments.
• Encourage and deliver higher performance levels and business outcomes.

What approach is your business taking with reward management and is it effectively delivering on the outcomes outlined above? Complete HR can review your current management and employee reward packages and recommend areas where they can be enhanced to maximise on their return to the business.

All businesses are required to follow a minimum standard of disciplinary procedure in line with the Code of Practice and where an individual’s rights of natural justice are maintained throughout.

The Code of Practice general principles on disciplinary procedures states that discipline need to be reasonable and comply with the following disciplinary procedure outline:

• Application and scope including a prompt, fair and consistent process.
• Principles such as investigation, confidentiality, and right to be accompanied.
• Disciplinary hearings must have the correct preparation and conduct throughout.
• Outcome must use the appropriate form of disciplinary sanction.
• The right for employees to appeal.

All too often companies do not follow disciplinary procedures correctly, finding themselves with a third party claim lodged against them.

Complete HR can assist you through the process, conduct an independent investigation or coach your managers through each step of the procedures.

Grievance procedures are needed:

• To provide individuals with a course of action, should they have a complaint which they are unable to resolve through regular communication with their line manager.
• To provide points of contact and timescales to resolve issues of concern.

We can attend or give guidance on grievance meetings to ensure issues are comprehensively addressed in a timely manner, hopefully to a successful outcome internally for all.

Employee absence is a significant cost to any business. There are many reasons why people take time off work.

These can be categorised as:

• Short term sickness absence (uncertificated, self-certified or covered by a Doctor’s certificate).
• Long-term sickness absence.
• Unauthorised absence or persistent lateness.

There are several steps and management techniques that can be used to help manage sickness and absence levels thus reducing this cost to the business.

Complete HR can make recommendations to assist you in the implementation of techniques to combat issues in this area.

We understand how delicate such a process can be for any business.

Announcement of short-time work arrangements, layoffs or redundancies will invariably have an adverse impact on morale, motivation and productivity levels. The negative effects can be reduced by sensitive handling of the process, the employees directly impacted and their colleagues.

Complete HR can assist you in every step of the process to ensure that all of your statutory obligations are fulfilled while all employees are dealt, with dignity and respect.

The investment in Training & Developing your employees can give incredible returns in the form of increased productivity, reduced costs, higher quality outputs, positive engagement, higher retention levels & greater flexibility. A well trained, educated and enthusiastic workforce can undoubtedly add value to your organisation and help it grow.

Complete HR can assist you in identifying the key individuals and teams that need attention, their training & development needs, the cost to the business, grants available and the return on the training investment to positive outcomes.

As an employer you employ a range of people in a variety of jobs.

• How do you communicate your expectations on performance levels to your employees?
• How do you measure their individual / team performance contributions at work?
• How do you provide positive and constructive feedback to your employees?
• How often are feedback conversations taking place?
• Have your Managers/Supervisors the skills and tools to make performance discussions beneficial?
• How are poorly performing employees being managed?
• How is the overall system managed, documented, tracked and measured?
• Is the system used fair and transparent?

Complete HR can assist you in developing a high performance culture by introducing a performance management system that works for your organisation.

Workplace investigations are required as part of disciplinary and grievance procedures and in undertaking a formal approach to allegations of bullying, sexual harassment, harassment, discrimination, victimisation and protected disclosures in the workplace. Investigations must be conducted promptly, fairly, honestly and in good faith. The process must show that fair procedures were followed and that a determination was made objectively and reliably on the facts obtained.

Workplace Mediation is a confidential, informal and voluntary process whereby an impartial mediator facilitates communication between those in dispute to assist them in developing mutually acceptable agreements to improve their future working relationship. Workplace mediation provides a simpler and faster way to resolve disputes, conflicts and disagreements in the workplace.

Complete HR can provide experienced, qualified workplace investigators and mediators to conduct independent investigations or facilitate a mediation process to ensure appropriate outcomes are achieved in a structured and professional manner.

We can offer a customised health check for your business.

With legislation and best practice changing regularly, HR policies and practices can quickly become out of date.

Complete HR can review all of your HR policies, procedures and systems, highlighting areas that may need attention.

We can then generate and manage the implementation of any required updates into your business.