WRC Inspections: Is Your Business Ready?
WRC inspections are an important part of ensuring employers across Ireland are complying with their employment law obligations.
With the Workplace Relations Commission continuing to carry out thousands of workplace inspections each year, employers should not wait until an inspection letter arrives before reviewing their HR records and practices.
In 2025, the WRC closed 5,145 inspection cases, with 1,775 of those cases found to have contraventions of employment law, identifying €1,578,924 in unpaid wages alone.
The WRC's 2026 Work Programme has set a target of 4,500 workplace inspection cases, with the WRC stating that all instances of non-compliance will be considered for legal action. It’s also worth noting that any employers found to be in breach will be listed on the WRC Annual Report.
For employers, the message is clear: employment law compliance should be an ongoing process, not something to address when an inspection is announced.
What does the WRC look for during an inspection?
A full WRC inspection can involve approximately 130 compliance checks.
Inspectors will review employment records, speak with the employer and most likely interview a sample of employees. They will require the production of employment records and take copies of documents where necessary.
The areas an Inspector will examine include:
Working hours and rest breaks
Inspectors will review whether employees are receiving their statutory breaks and daily and weekly rest periods, as well as whether working hours are being recorded correctly.
This can include checking:
- Start and finish times
- Breaks and rest periods
- Overtime
- Sunday working
- Maximum working hours
- Annual leave
- Public holiday entitlements
Employers should ensure that their time and attendance records accurately reflect the hours employees actually work.
Pay and payslips
Pay is another key area of an inspection.
Inspectors will review payroll records and payslips to check matters including rates of pay, overtime, deductions, allowances, commissions, bonuses and service charges are visible, where applicable.
Employers must also ensure employees receive at least the applicable National Minimum Wage and that they can demonstrate compliance through appropriate records.
The WRC recovered €1.58 million in unpaid wages in 2025, demonstrating the potential financial impact of non-compliance.
Contracts and terms of employment
Inspectors will look at whether employees have been provided with the required written terms of employment within the appropriate timeframe.
They can also check whether changes to an employee's terms have been properly notified.
Having an employment contract template is not enough. Employers need to ensure that the contracts issued to their employees accurately reflect their current terms and that required changes have been communicated.
Employment permits
For employees who require permission to work in Ireland, inspectors can check that the appropriate employment permit or other permission is in place.
Employers may be required to produce copies of employment permits and evidence of permission to work.
This is an area where employers should be particularly careful, as inspections relating to employment permits can also be carried out without prior notice.
Statutory leave
Inspectors can examine records relating to statutory leave entitlements, including areas such as:
- Sick leave
- Maternity leave
- Paternity leave
- Carer's leave
- Health and safety leave
Employers should ensure that statutory leave is correctly recorded and that employees are receiving the appropriate entitlements.
Young workers
Where an organisation employs anyone under the age of 18, additional requirements apply.
Inspectors can check matters such as working hours, rest breaks, proof of age, parental or guardian consent and the required register for young employees.
Inspections relating to young persons can also be carried out on an unannounced basis.
Policies and procedures
Inspectors will request copies of an employer's terms and conditions and workplace procedures, including procedures relating to:
- Absence
- Grievances
- Disciplinary procedures
- Bullying and harassment
- Dismissal
Employers should ensure that their policies are not only in place but are up to date and reflect how the organisation actually operates.
What happens if the WRC finds non-compliance?
A WRC inspection does not necessarily result in a fine.
The primary objective of the inspection process is to achieve compliance, and many employers become compliant during the inspection process.
However, where breaches are identified, the consequences can extend beyond simply correcting an HR record or updating a policy.
Following an inspection, an employer may receive a Contravention Notice setting out the breaches identified and the actions required to demonstrate compliance. The employer will generally be given a specified period, usually 21 days, to take the required action.
Where an employer fails to engage with the Inspector or does not demonstrate compliance, the matter can progress to enforcement action.
Depending on the breach, this can include a Fixed Payment Notice or prosecution.
Fixed Payment Notices
For certain specified employment law offences, the WRC can issue a Fixed Payment Notice.
The current regulations provide for fixed payments of up to €1,000, €750 or €500, depending on the particular offence. The Workplace Relations Act 2015 permits a prescribed fixed payment of up to €2,000.
The offences covered include certain breaches relating to:
- Payslips
- Tips and gratuities
- National Minimum Wage statements
- Day 5 Statements
- Collective redundancy consultation requirements
If the required payment is not made within the specified 42 day period, the WRC can bring prosecution proceedings.
Compliance Notices
A Compliance Notice can require an employer to take specific action to remedy a breach.
Failure to comply with a Compliance Notice is an offence and the WRC can bring prosecution proceedings. An employer can appeal a Compliance Notice to the Labour Court within 42 days of receiving it.
Prosecution
In more serious cases, or where an employer fails to demonstrate compliance, the WRC can bring prosecution proceedings.
In 2025, the WRC conducted 223 prosecutions, compared with 175 in 2024. Of those 223 prosecutions, 183 resulted in successful outcomes, an 82% success rate.
Where convictions are secured, a judge will generally impose a fine and, in certain circumstances, may also make an order relating to costs.
The financial consequences of non-compliance can therefore go well beyond the cost of correcting an individual breach.
Don't wait for the WRC to find the gaps
One of the biggest risks for employers is assuming that because they have never had a WRC inspection, their HR processes must be compliant.
WRC inspections can arise for a number of reasons, including employee complaints, referrals from other State bodies, targeted sectoral campaigns, employment permit checks, risk assessments and routine checks.
A company may have excellent HR practices overall but still have gaps in areas such as employment contracts, working time records, holiday records, payslips or employment permits.
These are exactly the types of records an Inspector may ask to see.
Being inspection ready means being compliant before the inspection takes place.
Employers should regularly review their employment records and HR practices to identify and address any gaps before they become a problem.
Have you received a WRC Inspection Notice?
If you have an upcoming WRC inspection, preparation is key.
If you have already had your inspection and received a Contravention Notice, it is important to understand exactly what has been identified and what action is required within the specified timeframe.
At MSS The HR People, we can support employers with preparing for WRC inspections, reviewing employment records and identifying areas of non-compliance.
If you have an upcoming WRC Inspection or have already had an inspection and received a Contravention Notice and don't know where to start, get in touch.
Our team can review the areas identified by the WRC, help you put an action plan in place and support you in responding to the Inspector and getting your HR practices back on track.
Contact MSS The HR People today on 01 887 0690 or email info@mssthehrpeople.ie.
