26% of Irish Employers Experienced a Workplace Dispute

Some of the key findings of a survey carried out by Shannon Chamber in association with Adare Human Resource Management were discussed at a seminar held in Shannon recently. The study surveyed over 250 organisations representing more than 50,000 employees from across the private and public sector.

The research found that more than a quarter (26%) of Irish employers experienced a workplace dispute in 2016
Some of the other key findings were

• 37% of Irish companies stating increased time being spent on employee conflicts and disputes
• Almost one in five organisations experienced personal injury claim
• Quarter of employers state performance management as key priority in 2018

Average absence rate was reported to be 4% amongst organisations recording absences, which is a considerable proportion of payroll costs, yet 42% of organisations have no initiatives in place to reduce it. Minor illness (95%) is the most likely reason for short-term absence with the second most likely reason being home, family, and caring responsibilities.

On a much more positive note, one in five organisations reported that their HR teams are taking a more proactive approach to resolving disputes. On the long-term this is of great benefit as it would be expected that issues will be tackled and resolved prior to them escalating into a formal dispute.

Some of the main HR trends for 2018 included Retention (40%) as the number one priority for organisations, with recruiting and resourcing (32%), along with talent management (22%) making up the top three priorities, closely followed by performance management cited by nearly 1 in 5 Organisations as being a priority.

Helen Downes, Shannon Chamber’s chief executive, speaking about the value of a report of this nature said: “It presents a very insightful overview of what’s current in the HR landscape in terms of metrics, conflict and disputes and will act as a benchmark for companies and their HR practitioners and give them an understanding of current approaches and challenges prevalent in the HR practice.”