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General Policies

Right to Disconnect Policies

The WRC has produced a code of practice for employers and employees on the right to disconnect. The code applies to all work types including work from home arrangements, fixed location work or mobile working. Workplaces must put in place policies and procedures to ensure that employers and employees adhere to their statutory obligations and include:

Alcohol & Drugs Policy

Intoxication in the workplace can have a significant impact but it is crucial that it is managed in an appropriate manner.

Smoking & Vaping

Smoking in the workplace is prohibited under the Tobacco Act 2002 and although Vaping is not currently included under this act it is currently deemed appropriate to cover both activities under the same policy.

Fraud Policy

Fraud has the ability to undermine the integrity of not only employees but the company as a whole. the following policy outlines the importance of ensuring that all practices are compliant and appropriate.

Adverse Weather Policy

Following recent extreme weather events, ISME advise that employers take a proactive approach to their response to Adverse Weather conditions.

Corporate Social Events Policy

Dress Code Policy

Dress Code can be an important part of conveying the correct message to customers and business partners but a casual dress code can create a more comfortable environment for employees. Managers need to give due consideration to how they can find the right balance for both.

Payment of Wages

Pay agreements and deductions are guided by the Payment of Wages Act.

Protected Disclosure Policy

Protected Disclosure is the mechanism available to employees to advise their company about acts they have witnessed or become aware of that are in breach of company procedure. All disclosures are protected from recrimination, even if they are found to be inaccurate. Please seek advice if you receive a protected disclosure from a member of your team.

Recycling Policy

Recycling is good for both the environment and for efficiency.



Employees engaging in ‘Further Education’ is an important growth opportunity for organisations and should be supported where possible.

Training Needs Analysis

In order to ensure that the correct training is identified and delivered in a suitable manner management should undertake a Training Needs Analysis.


The Workplace Relations Commission (WRC)  is an independent, statutory body which was established on 1st October 2015 under the Workplace Relations Act 2015(No. 16 of 2015).

It assumes the roles and functions previously carried out by the National Employment Rights Authority (NERA), Equality Tribunal (ET), Labour Relations Commission (LRC), Rights Commissioners Service (RCS), and the first-instance (Complaints and Referrals) functions of the Employment Appeals Tribunal (EAT).

The Workplace Relations Commission (WRC) has responsibility for

·         promoting the improvement of workplace relations, and maintenance of good workplace relations,

·         promoting and encouraging compliance with relevant enactments,

·         providing guidance in relation to compliance with codes of practice approved under Section 20 of the Workplace Relations Act 2015,

·         conducting reviews of, and monitor developments as respects, workplace relations,

·         conducting or commissioning research into matters pertaining to workplace relations,

·         providing advice, information and the findings of research conducted by the Commission to joint labour committees and joint industrial councils,

·         advising and apprising the Minister in relation to the application of, and compliance with, relevant enactments, and

·         providing information to members of the public in relation to employment