The Lifting of COVID-19 Restrictions
March 4, 2022
The Government announced that as of 28th February 2022 the wearing of face masks in public or retail operations are no longer mandatory (although still should be worn on public transport and in healthcare settings, and for 10 days following a positive Covid-19 test).
As restrictions are lifted and face coverings and social distancing are now a personal choice, it is important to remind our staff to be mindful of those around them.
We should ensure that staff are reminded to maintain a safe environment where those who feel uncomfortable or more vulnerable are able to express their feelings to their colleagues, for example, if they ask to have more space or for a colleague to wear a face-covering when in close proximity.
We suggest employers advise staff to consider wearing one in crowded indoor spaces where they may come into contact with people they do not normally meet.
For employers who remain concerned about the removal of mask-wearing and who wish to enforce the wearing of masks, they should ensure to revisit their health and safety risk assessments. It is possible that mask-wearing may still be identified as a necessary form of personal protective equipment to protect the safety and welfare of certain individuals, for example, immunocompromised individuals. However, this should be carefully assessed and considered before deciding to do so, as it may be difficult to justify if challenged, why the employer believes it is compulsory when the public health bodies have said otherwise. It remains to be seen how issues of this nature will be addressed and they are likely to throw up legal issues down the line.
In the meantime, the priority for employers is to keep their staff and customers safe. In line with this, they should remind employees about the general protective measures that are going to remain in place:
- Government advice for people over the age of 13, is to wear a medical-grade mask or FFP2 for 10 days after a positive result.
- Avoid close contact with people who are sick.
- Cover your cough or sneeze with your elbow, or with a tissue, then throw the tissue in the bin.
- Clean and disinfect all frequently touched objects and surfaces using a regular household cleaning spray or wipe.
- Wash your hands often with soap and water for at least 20 seconds, especially after going to the bathroom; before eating; and after blowing your nose, coughing, or sneezing.
- Make yourself aware of the signs and symptoms of COVID-19 and monitor your own wellbeing.
- Do not go to work if you are displaying signs or symptoms of COVID-19 or if feeling unwell and follow Government guidance on the same.
PCR Tests/ Isolation Periods
- PCR tests will only be recommended for certain symptomatic people, including those aged over 55, those with a high-risk medical condition, and those who are immunocompromised.
- Symptomatic people who live in the same house or who support people who are immunocompromised - as well as pregnant women – will also be required to take PCR tests if they have symptoms of Covid-19.
- The requirement to isolate after a positive Covid-19 case remains in place. Public health advice is to self-isolate until 48 hours after symptoms resolve, with no PCR requirement.
- Close contacts with no symptoms no longer need a test, nor need to isolate, unless they are a Healthcare worker who is a household close contact.
- All those with a positive test result, PCR or antigen, should isolate for a minimum of 7 days
- Those with symptoms should isolate for 7 days from the date of onset of symptoms
- Those without symptoms should isolate for 7 days from the date of the first positive test (PCR or antigen)
- Ending of self-isolation after 7 days is on the basis that symptoms have substantially or fully resolved for the final 2 of those 7 days
MSS - The HR People Achieves CPD Accreditation: What It Means for You At MSS - The HR People, we’re proud to announce that we have been officially accredited to deliver CPD (Continuing Professional Development) training. This milestone reflects our unwavering commitment to delivering high-quality, practical, and professionally relevant training to businesses across Ireland. But what exactly does CPD accreditation mean? Why is it significant? And, most importantly, how does it benefit the clients and professionals who choose MSS for their HR training? What Is CPD and Why Does It Matter? Continuing Professional Development (CPD) refers to the process of tracking and documenting the skills, knowledge, and experience gained both formally and informally as professionals work, beyond any initial training. CPD is essential in every sector but especially in fields like HR, where employment law, workplace regulations, and people management practices are constantly evolving. CPD-accredited training is independently assessed and verified to ensure that it meets industry standards for learning outcomes, relevance, structure, and delivery. Accreditation confirms that the training is not just informative, but valuable, impactful, and capable of contributing meaningfully to a participant’s professional development. In short, CPD accreditation is a mark of quality - and we’re delighted to now carry it. What CPD Accreditation Means for Us Becoming a CPD-accredited provider is a significant validation of our work. It’s more than a badge or certificate - it’s recognition from an external body that our training: Delivers clear learning outcomes Meets the expectations of professional development standards Is structured, well-presented, and aligned with current best practices Is designed with real-world application in mind For our team, this accreditation reinforces the integrity of our training content and confirms that the learning we provide is of the same high standard expected by national and international professional organisations. It also shows that we take our role as HR educators seriously. Whether we’re delivering workshops on employment law compliance, HR policies, or best-practice recruitment and onboarding, we are doing so in a way that stands up to scrutiny, offers measurable learning outcomes, and contributes to the continuous upskilling of our clients. What It Means for Our Clients and Training Participants CPD accreditation matters because it gives our clients confidence - not just in what we teach, but in how we teach it. Whether you're an SME owner trying to stay compliant, a people manager learning how to lead teams effectively, or an HR professional seeking to grow your knowledge base, attending a CPD-accredited session with MSS brings many advantages: 1. Assurance of Quality With CPD accreditation, clients know that our training is rigorously vetted. You’re not just taking our word for it - an independent body has confirmed that the training you’re investing in meets a high standard of professional learning. 2. Tangible Professional Development For individuals building their careers or maintaining professional memberships, CPD points or hours gained through our training can be recorded as part of formal CPD logs. This is especially relevant for HR professionals, business owners, and line managers who must show ongoing learning as part of their industry obligations. 3. Enhanced Employer Credibility Businesses that invest in CPD-accredited training show their teams and stakeholders that they care about learning, improvement, and staying up to date. It’s a positive reflection on company culture and helps improve employee engagement and retention. 4. Peace of Mind Around Compliance From Inclusive Leadership, Dignity at Work and Managing Difficult Behaviours, our accredited training ensures that you and your team are not only aware of your responsibilities but are applying them correctly. That means fewer risks, fewer mistakes, and a more confident leadership approach across your organisation. 5. Career Progression for Attendees Participants who undertake CPD-accredited training can use it to build their professional profile, apply for promotions, or demonstrate ongoing learning to regulatory or membership bodies. It helps turn learning into career momentum. A Mark of Trust for the Future At MSS - The HR People, we’ve always believed that training should be more than a tick-box exercise. It should inspire new ways of thinking, give people the tools to do their jobs better, and create lasting value for the businesses we support. Being CPD-accredited adds another layer of trust for our clients. It shows that we’re not just offering what’s popular or convenient - we’re offering what’s recognised, verified, and of real value. As we look ahead, CPD accreditation allows us to expand our training offering with confidence. From one-hour sessions and lunch-and-learns to multi-day workshops and tailored in-house programmes, all our CPD-accredited training will continue to be: Grounded in practical, real-world HR expertise Updated regularly to reflect changes in law and best practice Delivered in an accessible, engaging format that suits busy teams Backed by independent quality assurance Let’s Grow Together Whether you’re new to HR responsibilities or managing people across multiple departments, learning is essential. With CPD-accredited training from MSS - The HR People, you’re guaranteed a high-quality learning experience that’s both professionally recognised and immediately useful in your role. Contact us today to find out more about our CPD-accredited training programmes or visit www.mssthehrpeople.ie/hr-training for more details.
Ireland has once again been recognised as a global leader in work-life balance, ranking second in Remote’s 2025 Global Life-Work Balance Index.
The Central Statistics Office has published the Labour Force Survey for the first quarter of 2025, offering a detailed snapshot of employment trends in Ireland.
At MSS The HR People, we’re already working with clients to get ahead of these changes and turn compliance into an opportunity for stronger engagement and trust.
Although the Mechanical Contracting Sectoral Employment Order (SEO) was formally quashed in 2023, many employers in the mechanical engineering and building services sector continue to follow the rates and terms recommended by the Connect Trade Union. In May 2025, Connect announced a new round of pay increases, which we must presume were agreed with a number of unionised companies. While these rates are no longer legally binding on the sector as a whole, they continue to serve as the benchmark industry standard, particularly for employers operating in unionised environments or engaging in public sector contracts. Why Employers Continue to Follow Union Rates Even in the absence of a statutory requirement, the Connect Trade Union rates remain widely applied. This is driven by several practical and commercial factors: Industry Expectations - Many public bodies and main contractors expect compliance with union rates when awarding work. Workforce Relations - Continuing to align with recognised terms helps maintain positive industrial relations and minimise the risk of disputes with Connect Trade Union. Attracting Talent -In a competitive labour market, benchmarked and transparent rates support recruitment and retention of qualified tradespeople. Consistency and Clarity - Using established rate structures avoids confusion and ensures alignment with sector norms. Updated Pay Rates – Effective May 2025 The revised rates announced by Connect Trade Union came into effect from 1st May 2025 , based on a standard 39-hour working week:
When “Better Than Statutory” Really Matters
What Irish Employers Need to Know About the Employment (Contractual Retirement Ages) Bill 2025. The Irish government has taken a significant step forward in reshaping retirement policy in the workplace with the publication of the Employment (Contractual Retirement Ages) Bill 2025. Once enacted, this legislation will introduce a new employment right, allowing, but not obliging, employees to remain in work until they reach the State Pension age.
A Practical Guide for Employers. In today's dynamic workforce, fixed-term and specified purpose contracts have become a common feature across various sectors in Ireland. Whether it's covering maternity leave, managing seasonal workloads, or executing specific projects, these contracts offer flexibility to employers and opportunities to employees. However, it's crucial to understand the legal framework governing these contracts to ensure compliance and protect the rights of all parties involved.
The Workplace Relations Commission (WRC) has issued its first award under the Work Life Balance and Miscellaneous Provisions Act 2023, and it's a timely reminder for employers across Ireland.
Although multiple claims had previously been submitted to the WRC under this legislation, all were unsuccessful prior to this case.
Annual leave entitlements are a fundamental part of every employee’s contract. But when it comes to calculating statutory annual leave, particularly for employees with variable hours, many employers are unsure of the rules
