The HR Room Podcast

Despite significant progress around gender equality in the workplace, many women still face internal and external barriers that can impact their confidence, visibility, and career progression. From self-doubt and imposter syndrome to difficulties promoting achievements and building influence, certain workplace habits can quietly hold talented professionals back from reaching their full potential. At the same time, organisations have an important role to play in creating environments where people feel supported, empowered, and encouraged to contribute confidently. Through coaching, leadership development, psychological safety, and inclusive workplace practices, employers can help individuals overcome these barriers and thrive. In this episode of The HR Room, we explore the hidden habits that can impact women at work and what both individuals and organisations can do to build confidence, visibility, and leadership capability. We discuss practical strategies for overcoming self-limiting behaviours, the importance of workplace culture, and why creating opportunities for women to progress remains a business-critical priority. Hosts Dave Corkery and Mary Cullen are joined by special guest Gillian McGrath, Executive Coach and Founder of Change Grow Succeed. Guests Mary Cullen — Founder & Managing Director, Insight HR Gillian McGrath — Executive Coach & Founder, Change Grow Succeed Topics Include: The importance of building allies, networks, and workplace visibility How minimising language and behaviours can undermine confidence Rumination, overthinking, and analysis paralysis in the workplace What imposter syndrome really is The six common symptoms of imposter syndrome The relationship between perfectionism, procrastination, and self-doubt Psychological safety and creating environments where people feel comfortable speaking up Practical ways to build confidence and develop everyday courage The impact of flexible working, transparency, and inclusive workplace practices How pay transparency and gender equity initiatives can support women's progression Key Takeaways: Many of the challenges associated with imposter syndrome are more common than people realise. Building strong workplace relationships and allies is critical for career progression. Organisations that invest in targeted development programmes often see greater representation of women in leadership positions. Psychological safety plays a vital role in helping people learn, contribute, and progress. Creating equitable systems and transparent pathways to advancement benefits everyone in the workplace. Resources & Links: Change Grow Succeed Insight HR Catch up on Insight HR's webinar: Preparing for Pay Transparency – Why Job Evaluation Matters: Insight HR Events & Webinars Get in Touch If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie

The EU Pay Transparency Directive is fast approaching and despite widespread confusion, it has not been delayed in Ireland. While there may be some leniency around enforcement in the early stages, organisations are still expected to take meaningful steps towards compliance before June 2026. One of the most important (and often overlooked) elements of preparation is the implementation of a robust job evaluation framework. Without clear and defensible pay structures, employers may struggle to justify pay differences once transparency obligations come into force. In this episode of The HR Room Podcast, we explore what HR leaders need to know about job evaluation frameworks, why they matter now, and how organisations can begin preparing for a major cultural shift in how pay decisions are made and communicated. Guests Joe Thompson — Head of HR Services, Insight HR Topics include: Common misconceptions about implementation timelines and enforcement Why job evaluation frameworks are becoming essential Understanding “work of equal value” and equal pay obligations How legacy pay structures can create legal and employee relations risks Why transparency will reshape workplace culture and pay conversations Challenges HR teams may face when implementing job evaluation processes Practical first steps organisations can take to prepare now Key Takeaways for HR Leaders Job evaluation frameworks provide the foundation for fair, evidence-based pay decisions. Transparency obligations will increase employee confidence in questioning pay inequities. Legacy pay decisions and inconsistent salary structures may create legal and cultural risks. Equal pay obligations extend beyond gender and may expose broader workplace inequities. Job evaluation focuses on the value of the role, not the performance of the individual. HR leaders should engage senior leadership teams early and secure budget/resources now. Organisations that act early will strengthen trust, fairness, and employer reputation. Seeking expert support can help organisations navigate a complex and evolving area of compliance. Webinar For more on this topic, register for our webinar on 26th May, where Joe will be joined by employment law expert Síobhra Rush - partner at Lewis Silkin Ireland. Resources The EU Pay Transparency Directive: Implications for Irish Businesses FAQs: The EU Pay Transparency Directive 2026 The HR Room Ep 260 - The EU Pay Transparency Directive: Everything You Need to Know Contact Us If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie

Musculoskeletal (MSK) issues — from back pain to joint and muscle injuries — are one of the most widespread and costly health challenges affecting today’s workforce. While often overlooked or accepted as inevitable, these conditions are having a significant impact on employee wellbeing, absenteeism, and organisational performance. In fact, research suggests that up to 64% of desk-based employees may be experiencing some form of MSK pain at any given time — contributing to lost productivity, increased healthcare costs, and long-term absence. Despite this, many organisations are sitting still on this issue, taking a reactive approach — addressing issues only when employees are already in pain or unable to work. But as costs continue to rise, particularly in healthcare and insurance, this model is becoming increasingly unsustainable. In this episode of The HR Room, we explore how organisations can shift from reactive to proactive strategies when it comes to musculoskeletal health. We discuss the role of HR in prevention, the importance of data and business cases, and how organisations can design work and wellbeing strategies that truly support employees. Guest Dr. Shane Lowe — CEO & Co-Founder, Vitrue Health Topics include: What musculoskeletal (MSK) health is and why it matters in the workplace The scale of MSK issues and their impact on absenteeism and productivity The role of HR in driving preventative health strategies How data can be used to build a compelling business case How AI and technology can personalise prevention strategies Breaking down silos between HR, health & safety, and benefits teams Practical steps organisations can take to start addressing MSK risks Key Takeaways for HR Leaders Musculoskeletal health is one of the leading drivers of absence and workplace cost. A reactive approach (waiting until employees are in pain) is no longer sustainable. Prevention is significantly more cost-effective than treatment. Data is critical — HR must quantify the cost of absenteeism and presenteeism. Organisational silos (HR, H&S, benefits) can limit the effectiveness of wellbeing strategies. AI and technology can enable personalised, scalable prevention solutions. HR should take a systems-based approach to designing healthier workplaces. Get in Touch If you’re not already following us on LinkedIn, be sure to join the conversation. If you have suggestions for future episodes or would like to be a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. To learn more about Dr. Shane Lowe and Vitrue Health, visit vitruehealth.com. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts, and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. 📞 Immediate HR support: 056 770 1060📧 Email: info@insighthr.ie

As artificial intelligence becomes more embedded in everyday work, a new concern is emerging: are we becoming overly reliant on it? In this episode of The HR Room Podcast, Dave and Mary are joined by Dr. Ryne Sherman, Chief Science Officer at Hogan Assessments, to explore the concept of the “AI zombie” — and what it could mean for the future of work. The conversation examines how increasing dependence on AI tools may be reducing critical thinking, decision-making, and cognitive engagement in the workplace. Ryne explains that while AI offers clear productivity benefits, there is a growing risk that employees may begin to “switch off” mentally, delegating too much responsibility to technology. Mary highlights real-world examples of AI misuse, including legal cases where individuals relied on AI-generated information without verifying its accuracy. Together, the panel explores how these behaviours could translate into organisational risks — from poor decision-making to reduced capability development. A central theme throughout the discussion is balance: AI should act as a co-pilot, not an autopilot. The episode emphasises the importance of maintaining human judgment, curiosity, and critical thinking, even as AI becomes more advanced and accessible. The discussion also explores leadership, learning, and organisational responsibility — highlighting how HR leaders must ensure that technology enhances, rather than replaces, essential human skills. Guest • Dr. Ryne Sherman — Chief Science Officer, Hogan Assessments Topics include: • What the term “AI zombie” means and why it’s gaining attention• The concept of AI as a “co-pilot” vs “autopilot”• The impact of AI on cognitive ability and critical thinking• Risks in areas like hiring, performance management, and leadership decisions• Lessons from past technological shifts (internet, automation)• Why leadership fundamentals remain unchanged despite AI• The role of HR in managing AI adoption responsibly• Training challenges and the limitations of passive learning systems• The growing importance of creativity, reasoning, and adaptability Key Takeaways for HR Leaders • AI should enhance human capability — not replace critical thinking.• Over-reliance on AI can lead to reduced cognitive skills and poorer decisions.• Strong communication skills are essential for effective AI use.• Curiosity and continuous learning are key traits in an AI-driven workplace.• Leadership fundamentals (integrity, judgment, expertise) remain unchanged.• AI can improve productivity — but may also degrade performance if misused.• HR must actively guide how AI is used within organisations.• Training should focus on critical thinking and responsible AI use.• Passive learning approaches (e.g. LMS-only training) are insufficient.• Human skills — empathy, judgment, communication — are more valuable than ever.• Organisations must guard against “skill atrophy” over time.• The real risk isn’t automation — it’s abdication of responsibility. Get in Touch If you’re not already following us on LinkedIn, please do.If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review.We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie

Gen Z are rapidly becoming the most influential generation in the workplace — and by 2035, they are expected to be the largest cohort in the workplace globally. Raised in a fully digital world and shaped by economic uncertainty, global crises and the COVID-19 pandemic, they bring distinct expectations around work, wellbeing and career development. In this episode of The HR Room Podcast, Dave and Mary are joined by Dr Mary Collins, Chartered Psychologist at the Royal College of Surgeons Ireland, alongside Insight HR’s own Aoife Dolan, representing Gen Z in practice. Together, they explore the defining characteristics of this generation, combining academic research with lived workplace experience. The conversation highlights how Gen Z prioritises purpose, flexibility and wellbeing over traditional career paths. From job mobility and side hustles to their expectations of leadership and workplace culture, the discussion offers valuable insights into how organisations can better attract, engage and retain this emerging workforce. The episode also explores challenges — including rising loneliness, lower stress tolerance and the impact of social media — while emphasising the importance of intentional workplace design, multi-generational collaboration and innovative practices like reverse mentoring. Ultimately, Gen Z are not just changing the workplace — they are reshaping what work means. Guest Dr Mary Collins — Chartered Psychologist, Royal College of Surgeons Ireland Aoife Dolan - HR Advisor, Insight HR Topics include: Who Gen Z are and how they differ from previous generations Why Gen Z prioritise wellbeing, flexibility and purpose at work The rise of job mobility, portfolio careers and side hustles How attitudes to loyalty and career progression are evolving The role of loneliness, stress and social media in Gen Z’s experience Generational differences in confidence, communication and expectations The concept of reverse mentoring and cross-generational learning Designing workplaces that support a multi-generational workforce Key Takeaways for HR Leaders Gen Z value purpose, flexibility and wellbeing more than traditional career stability. Loyalty is conditional — organisations must earn it through meaningful experiences. Mental health, loneliness and stress tolerance are critical considerations for this cohort. Career paths are becoming more fluid, with increased job mobility and side hustles. Intentional workplace design is essential to support engagement and development. Flexibility and autonomy are no longer perks, but expectations. Organisations that adapt to Gen Z’s needs will be better positioned for the future of work. Contact Dr. Mary Collins Contact Dr Mary Collins on LinkedIn and @drmaryecollins on Instagram Get in Touch with Insight HR If you’re not already following us on LinkedIn, please do.If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review.We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie

Neurodiversity is increasingly recognised as a natural and valuable part of workforce diversity — but many organisations are still unsure how to translate awareness into meaningful workplace change. In this episode of The HR Room Podcast, Dave is joined by returning guest Stacey Machesney, Head of Health & Wellbeing at Irish Life, and Joe Redmond, HR Consultant at Insight HR. Both guests share their personal experiences as neurodivergent professionals alongside practical guidance for HR leaders seeking to create more inclusive, supportive environments. Together, they explore why neurodiversity is not a deficit or a trend, but a long-overdue recognition of different ways people think, learn and process information. The conversation highlights the importance of psychological safety, clear communication, workplace design, and leadership training — all key enablers of employee success. From recruitment practices and role clarity to sensory considerations in office spaces, Stacey and Joe offer actionable insights that organisations can implement today to better support neurodiverse employees — and ultimately improve the experience for everyone at work. Guests Stacey Macchesney – Head of Health & Wellbeing, Irish Life Joe Redmond – HR Consultant, Insight HR Topics include: What neurodiversity means Why awareness of neurodiversity has increased — and why it’s not a “new trend” Personal experiences of ADHD and dyslexia in professional environments The importance of psychological safety when employees disclose neurodivergence Why clear, concise and consistent communication benefits all employees Challenges of open-plan offices, sensory overload and workplace distractions Practical supports such as flexible breaks, quiet spaces and assistive tools The risks of labelling neurodivergence as a “superpower” and overlooking challenges Why organisations must move from a medical model to a cultural framework The role of manager training and inclusive recruitment practices How ambiguous job descriptions and unclear expectations can increase stress Why one-size-fits-all approaches don’t work for neurodiverse workforces The value of employee resource groups and long-term culture change initiatives Key Takeaways for HR Leaders Neurodivergence is a difference, not a deficit — and recognising this is foundational to inclusion. Creating psychologically safe environments encourages openness and enables better support. Clear goals, structured communication and measurable expectations reduce unnecessary cognitive load. Workplace design — including noise levels, lighting and flexibility — can significantly impact performance and wellbeing. Leadership teams don’t need to be experts but should seek guidance and training. Inclusive recruitment practices help attract and retain diverse talent. Culture change takes time; meaningful progress often requires a multi-year, step-by-step approach. Supports designed for neurodivergent employees typically improve the employee experience for everyone. Avoid treating neurodiversity initiatives as a one-off event or awareness campaign. Listening to lived experience — with or without formal diagnosis — is essential. Organisations that proactively build inclusive cultures will be better positioned to unlock the strengths of neurodiverse talent while supporting wellbeing and performance across the entire workforce. Resources/References Read Joe's article - Neurodiversity in the Workplace: Key Insights Every Employer Should Know You can speak to Stacey and her team at Irish Life Wellbeing. Get in Touch If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues sh

Immigration and employment law continues to evolve — and for HR professionals in Ireland, staying compliant while attracting global talent has never been more important. In this episode of The HR Room Podcast, Dave is joined by Alice Heron, Manager at Fragomen, one of the world’s leading immigration services firms, to break down everything HR leaders need to know about Irish immigration law in 2026. From updated salary thresholds to graduate hiring opportunities and strengthened compliance obligations, Alice provides clear, practical guidance to help HR professionals confidently manage international recruitment. Whether you’re hiring from abroad, retaining international graduates, or reviewing your internal compliance processes, this episode offers essential insights for workforce planning in a changing regulatory landscape. Guest Alice Heron – Manager, Fragomen Topics include: • The difference between permission to work and permission to reside• What HR needs to know about right-to-work checks• Understanding Critical Skills, General, and Intra-Company Transfer permits• The new Minimum Annual Remuneration (MAR) thresholds and what they mean for 2026• Changes under the Employment Permits Act 2024• The Eligible and Ineligible Occupations Lists – and why they matter• Family reunification rules and dependent considerations• Visa timelines and workforce planning• Hiring and retaining international graduates in Ireland• Stamp 1G and Stamp 2 permissions explained• Common compliance pitfalls HR teams should avoid• Why immigration should be part of long-term workforce strategy — not an afterthought Key Takeaways for HR Leaders • Permission to work and permission to reside are separate systems — always verify both.• The new MAR thresholds (increasing through to 2030) mean salary planning must align with immigration requirements.• Immigration compliance is a lifecycle process — not a “file it and forget it” task.• Expiry date tracking for permits and IRP cards is critical to avoid operational disruption.• Graduate hiring presents a major opportunity, but early permit planning is essential.• Family considerations (including spouse work rights and dependent rules) significantly impact talent attraction and retention.• Promotions, salary changes, and role updates must be formally notified to the Department.• Strong record-keeping is essential in the event of a Workplace Relations Commission audit.• Employers who can clearly communicate long-term pathways (e.g., Stamp 4 eligibility) gain a competitive advantage in attracting global talent. Resources Eligibility and requirements for an employent permit Critical Skills Occupations List Ineligible List of Occupations for employment permits Types of Employment Permits Get in Touch If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie

Gender stereotypes continue to shape how work is valued, how talent is assessed, and how people progress in organisations, often in ways that operate beneath the surface of conscious awareness. Despite decades of progress on gender equality, deeply embedded assumptions about leadership, competence and commitment continue to influence workplace decisions. In this episode of The HR Room Podcast, Dave and Mary are joined by globally recognised researcher and DEI expert Lori Mackenzie, co-founder of the Stanford VMware Women’s Leadership Innovation Lab, to explore how gender stereotypes persist in today’s workforce — and why they matter for HR leaders. Drawing on international research, real workplace examples and lived experience, the conversation examines how stereotypes show up in recruitment, promotion, performance assessment and leadership language. They discuss why women can also internalise and reinforce these beliefs, the impact of motherhood penalties, and how seemingly neutral words can carry gendered assumptions. They also explore the growing role of AI in HR decision-making - both the risks of embedding existing bias at scale, and the opportunity to use data and pattern recognition to challenge inequity. Guest Lori Mackenzie – Co-Founder, Stanford VMware Women’s Leadership Innovation Lab Topics include: Why gender stereotypes remain deeply embedded in modern workplaces Findings from the European Institute for Gender Equality on attitudes to pay and work value How stereotypes influence hiring, promotion and reward decisions Why women can also internalise and reinforce gender bias The “motherhood penalty” and its impact on career progression How language reinforces narrow definitions of leadership and success Gendered descriptors such as “bossy”, “shrill” and “strategic” — and why they matter Where bias shows up across the employee lifecycle, from recruitment to development The risks of relying on “gut instinct” in hiring and promotion decisions AI in HR: amplifying bias versus using technology to identify patterns and blind spots Practical tools to block bias, including scorecards, rubrics and clearer success criteria The role of transparency, awareness and self-reflection in driving real change Useful Links & Resources European Institute for Gender Equality – Gender Equality Index Stanford VMware Women’s Leadership Innovation Lab LinkedIn page Lori's website Get in touch If you’re not already following us on LinkedIn, please do.If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave at dcorkery@insighthr.ie or connect with him on LinkedIn.For confidential HR support, contact info@insighthr.ie📞 Immediate HR support: 056 770 1060 We love your feedback and we’re always here to support you with your HR challenges. About The HR Room Podcast The HR Room Podcast is brought to you by The HR Room, produced by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland and beyond about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review.

Workplace investigations sit at the heart of fairness, trust and accountability in organisations. But when investigations involve high-profile individuals, external parties, or allegations of serious misconduct, the scrutiny can be intense and the risks for employers multiply rapidly if fair procedures are not followed. In this episode of The HR Room Podcast, Dave and Mary are joined by Rebecca Bowman, Head of Investigations at Insight HR, to examine a recent high-profile UK case involving HarperCollins and allegations made against author David Walliams. Using what has been publicly reported about the case, they whether the investigation process itself may have been flawed and what HR leaders can learn when managing allegations involving contractors, public figures and non-employees. They unpack the principles of natural justice, the importance of fair procedures, and why speed, secrecy or outcome-driven approaches can expose organisations to legal challenge, reputational damage and loss of trust. The discussion offers practical guidance for HR professionals navigating complex investigations under intense pressure. Guest Rebecca Bowman – Head of Investigations, Insight HR Topics include: Why workplace investigations must be handled with care — especially in high-profile cases The HarperCollins / David Walliams case and what has been publicly reported Investigating allegations involving contractors, consultants and external parties Employers’ duty of care when employees interact with non-employees What “natural justice” and fair procedures mean in practice Why the right to respond is fundamental to any defensible investigation The risks of outcome-driven or rushed investigations Reputational damage caused by flawed investigation processes Protecting employee wellbeing while ensuring procedural fairness When to involve external investigators in complex or sensitive cases Key non-negotiables for a fair, impartial and robust investigation Useful Links & Resources Media coverage of the HarperCollins / David Walliams investigation Workplace Investigation Services - Insight HR Workplace Investigations Guide - Insight HR Get in touch If you’re not already following us on LinkedIn, you can do that here.If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave at dcorkery@insighthr.ie or connect with him on LinkedIn. For confidential HR support, contact info@insighthr.ie📞 Immediate HR support: 056 770 1060 We love your feedback and we’re always here to support you with your HR challenges. About The HR Room Podcast The HR Room Podcast is brought to you by The HR Room Podcast, produced by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland and beyond about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review.

Redundancies are one of the most sensitive and high-risk moments in the life of any organisation. When they are mishandled, the consequences can be profound - from reputational damage and industrial action to long-term impacts on trust, morale and employer brand. In this episode of The HR Room Podcast, Dave and Mary are joined by employment law specialist Adrian Twomey, Partner at Jacob & Twomey Solicitors, to unpack what happens when redundancies go wrong. Using a recent high-profile Irish case as a starting point, they explore the legal obligations, human realities and organisational risks involved in collective redundancies. Together, they discuss why empathy matters as much as compliance, how consultation processes shape outcomes, and what HR leaders and managers can do to avoid the worst-case scenario - including strike action, reputational harm and unfair dismissal claims. Guest • Adrian Twomey –Partner, Jacob & Twomey Solicitors Topics include: • Why redundancies are one of the toughest moments for any organisation• What went wrong in the recent Covalen case and what HR leaders can learn from it• Statutory vs enhanced redundancy payments - expectations and realities• What a “good” consultation process really looks like in practice• The legal requirements under collective redundancy legislation• Common risks: unfair dismissal, discrimination claims and reputational damage• The impact of redundancies on morale, trust and organisational culture• Managing anger, fear and resistance during consultation• Supporting managers who must deliver difficult messages• Why empathy, transparency and professionalism are critical to outcomes• How organisations can recover their employer brand after redundancies Useful Links & Resources • Irish Times article on the Covalen redundancy case• Protection of Employment Act 1977 – Collective Redundancies• Insight HR – Redundancy & Restructuring Services Get in touch If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave at dcorkery@insighthr.ie or connect with him on LinkedIn.Head here for more info on our confidential Redundancy and Restructuring Services. For confidential HR support, contact info@insighthr.ie📞 Immediate HR support: 056 770 1060 We love your feedback and we’re always here to support you with your HR challenges. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today.If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review.

As Irish organisations head into 2026, HR leaders are facing a complex mix of challenges - from attracting and retaining talent in an increasingly competitive market, to navigating cost pressures, culture change, and new regulatory demands like the EU Pay Transparency Directive. At the same time, there’s a strong sense of optimism across the profession, with many organisations investing in leadership development, coaching and capability-building for the future. In this episode of The HR Room Podcast, Dave and Mary are joined by Liam Barton, (Commercial Director – Insight HR), to unpack the key findings from Insight HR’s brand new report, Ireland’s HR Landscape 2026. They explore what’s really keeping HR leaders awake at night and where the biggest opportunities lie in the year ahead. They discuss why talent attraction and retention remains the number one challenge across every sector, how employee engagement and culture are evolving in a post-pandemic workplace, and why AI, hybrid working and skills-based workforce planning are set to reshape HR practice in Ireland. Guests • Mary Cullen – Founder & Managing Director, Insight HR• Liam Barton – Commercial Director, Insight HR Topics include: • The biggest HR challenges facing Irish businesses in 2026 — and why talent attraction and retention tops the list• How recruitment and retention pressures differ by company size, sector and HR team structure• Why not-for-profits and large enterprises feel the talent squeeze most acutely• The growing challenge of employee engagement, culture change and rising workplace expectations• Cost pressures, tightening budgets and their impact on HR priorities• Confidence levels across HR teams - why most feel cautiously optimistic about 2026• How prepared Irish organisations really are for the EU Pay Transparency Directive• Where businesses plan to invest in learning and development -from management training to coaching and mentoring• The rise of skills-based workforce planning and internal mobility models• AI in HR: opportunities, risks and the growing debate around recruitment technology• The ongoing tension between return-to-office policies and remote working expectations• Key predictions for HR in 2026 — from pay transparency to auto-enrolment and workforce diversity Useful Links & Resources • Ireland’s HR Landscape 2026 – Insight HR Report Get in touch If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery or connect with him on LinkedIn.For confidential HR support, contact info@insighthr.ie About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review.We love your feedback and we’re always here to support you with your HR challenges. 📞 Immediate HR support: 056 770 1060📧 info@insighthr.ie

In a world of hybrid working, constant connectivity and rising pressure, employee wellbeing is no longer a “nice to have” - it’s a business imperative. Yet many organisations still approach wellbeing through surface-level perks rather than addressing the deeper cultural, structural and leadership factors that truly impact how people feel at work. In this episode of The HR Room Podcast, Dave and Mary are joined by Dr. Mark Rowe, family physician, lifestyle medicine expert and wellbeing thought leader, to explore what real, sustainable wellbeing looks like in today’s workplace. Together, they unpack why wellbeing must go beyond yoga classes and fruit bowls, how leadership behaviour and management practices directly shape organisational health, and why wellbeing should be treated as a strategic driver of performance, productivity and retention - not an add-on. Guest Dr. Mark Rowe – Medical Doctor, Author, Wellbeing Speaker & Expert in Lifestyle Medicine Topics include: Why employee wellbeing is a business imperative, not a “nice to have” The difference between wellness initiatives and true organisational wellbeing Wellbeing as the foundation for sustainable performance and productivity The “three Ps” of wellbeing: productivity, performance and people How toxic cultures and poor management damage mental and physical health Why HR leaders struggle to move wellbeing from intention to action Building a business case for wellbeing that resonates with senior leadership Organisational wellbeing as an ecosystem - not a standalone initiative Practical first steps HR leaders can take to start meaningful change Useful Links & Resources www.drmarkrowe.com – Wellbeing Programmes & Resources Things Your Future Self Will Thank You For – Dr. Mark Rowe Get in touch If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave at dcorkery@insighthr.ie or connect with him on LinkedIn. For confidential HR support, contact info@insighthr.ie About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love your feedback and we’re always here to support you with your HR challenges. 📞 Immediate HR support: 056 770 1060📧 info@insighthr.ie

The Christmas party season should be a time for joy and celebration — but for HR teams, it’s often the exact opposite. Misconduct, blurred boundaries, alcohol, drugs, safety concerns, dignity-at-work issues, employer liability… every December, HR braces for what can become the messiest time of the year. In this episode, Dave and Mary are joined by Adrian Twomey, Employment Law Expert & Partner at Jacob & Twomey Solicitors, to unpack the real risks, legal responsibilities, and unexpected behaviours that regularly turn a festive night out into a January HR nightmare. Together, they explore what employers are actually liable for, whether pre-party reminder emails help, why managers play a pivotal role, and if Christmas parties are – controversially -past their sell-by date entirely. Guests Adrian Twomey – Employment Law Expert & Partner, Jacob & Twomey Solicitors Topics include: Employer Liability: Are Christmas parties an extension of the workplace? Real Case Law Examples – harassment, injuries & blurred boundaries Alcohol, Drugs & Lowered Inhibitions: The behaviour shift HR must prepare for Why pre-party “behave yourselves” emails may backfire Managing Complaints: What to do first thing Monday morning The role of managers in preventing party-night disasters Social Media, Privacy & Reputation Risks Should Christmas Parties Be Cancelled Altogether? Alternatives to the traditional boozy night out Key actions HR should take now to protect employees and the organisation Survey: Ireland’s HR Landscape 2026 Ireland’s HR Landscape 2026 Survey – Share your experience, benchmark against peers, and get early access to the final report. As a thank you, you’ll also be entered into a draw for a €150 One4All Digital Gift Card. Take the survey here Get in touch If you’re not already following us on LinkedIn, please do. If you have any suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie