Dáil Éireann Debate, Tuesday - 28 April 2026
195. Deputy Ruairí Ó Murchú asked the Minister for Enterprise, Tourism and Employment if he will detail any contact his Department has had with a company (detail supplied) in relation to the latest round of redundancies; and if he will make a statement on the matter. [30411/26]
Amharc ar fhreagraMy Department received a notification of proposed collective redundancies from the company referred to by the Deputy on 17 April 2026.
My foremost concern is the potentially impacted employees and their families during this uncertain time. IDA Ireland is actively engaged with the company’s Irish site leadership and at their US HQ in exploring all options with the company.
Ireland has a robust suite of employment rights legislation to protect and support workers in redundancy situations. Employers must comply with a number of legal obligations when proposing collective redundancies, including the requirement to consult and provide information to employees' representatives for a 30-day period, before any notice of redundancy can issue.
The Protection of Employment Act 1977 imposes certain legal obligations on employers proposing collective redundancies including:
• The requirement to hold a 30-day consultation and information process with employees’ representatives.
• The consultation with employees’ representatives should include the possibility of avoiding the proposed redundancies, reducing the number of employees effected or mitigating their consequences. Employers may not issue notice of redundancy during the consultation period.
• Employers must notify me as Minister for Enterprise, Tourism and Employment of the proposals at least 30 days before the first dismissal takes effect.
The Redundancy Payments Act 1967, as amended, requires employers to pay a statutory redundancy payment to eligible employees who are being made redundant and have more than 2 years’ service.
Employees have the right to refer complaints to the Workplace Relations Commission (WRC) on a wide range of employment law breaches for an adjudication and redress, including the right to refer a complaint should an employer fail to consult or provide certain information to employees in collective redundancy situations.
In parallel, IDA Ireland has established internal processes for dealing with potential and actual job loss situations with its client companies. In the event of any announced or pending job losses, IDA also partners with other support agencies at a local level to implement the Job Loss Protocol. It provides a coordinated response by relevant government departments and agencies at a local level to support impacted employees in the event of a significant job loss announcement.
IDA Ireland is also fully respectful of the consultation process that may be underway by any company and its employees/representatives following any announcement or proposed announcements.
The types of supports that may be provided include:
• Provision of a detailed skills profile for the site; a talent catchment map and timings for when individuals will be available, provided by the company.
• Identification of other employers who may be hiring across IDA and EI client companies.
• Sharing of skills profiles with other companies who may be hiring and direct engagement with HR departments, when appropriate through IDA and EI.
• Briefings by local Department of Social Protection/Intreo officials to impacted employees on social welfare and employment support services to support impacted employees’ transition to new employment opportunities.
• Identification of training and further education opportunities for employees (ETBs; Skillnet; Universities)
• Exploring opportunities to start your own business through LEOs and Enterprise Ireland.
