Dáil Éireann Debate, Tuesday - 29 April 2025
702. Deputy Niall Collins asked the Minister for Enterprise, Trade and Employment if he is aware of proposed redundancies in a company (details supplied); if he can make any intervention to seek to avoid this; to detail any other communication he has had with the company, and any assistance he can provide to both the company and the workers; and if he will make a statement on the matter. [18983/25]
View answerFirstly, my thoughts are with all workers facing potential redundancy and I understand this is very difficult time for those involved.
Ireland has a robust framework of legislative protections and supports for workers who are impacted by redundancy. The Protection of Employment Act 1977 defines collective redundancies as situations where, during any period of 30 consecutive days, the number of redundancies is:
• 5 or more employees, where 21-49 are normally employed in an establishment
• 10 or more employees where 50-99 are normally employed in an establishment
• 10% or more of the employees where 100-299 are employed in an establishment
• 30 or more employees where 300 or more are employed in an establishment
The 1977 Act imposes a number of obligations on an employer that proposes a collective redundancy. This includes undertaking a 30-day information and consultation process with the employees’ representatives, and notifying the Minister for Enterprise, Trade and Employment of the proposed redundancies at least 30 days before they take effect. I received a collective redundancy notification from the company on 8 April 2025.
IDA Ireland was also informed of the planned closure of the company’s Irish operation, affecting all employees. IDA Ireland held numerous meetings with company representatives and management in Ireland and from the USA to explore options and to understand the decision for the closure.
Unfortunately, the outcome remained unchanged. The company has advised that it is reviewing its global structure and has been implementing cost-cutting measures over the past year. Several other global locations have been affected.
The IDA assures my Department that the company is doing its best to support its Irish staff through a combination of a competitive redundancy programme and supports. Discussions are on-going with impacted employees on the specifics of these supports.
The full details of the above will not be known until the Consultation Period concludes and the IDA is respectful of that process.
IDA is remaining in close contact with the company and ensuring that all available supports are made available to impacted staff.
Upon completion of the consultation process, IDA can provide the following initiatives to support impacted employees:
• Provision of a detailed skills profile for the site; a talent catchment map and timings for when individuals will be available, provided by the company.
• Identification of other employers who may be hiring across IDA and EI client companies. IDA is already aware of employers who may be currently hiring in the wider region/catchment.
• Sharing of skills profiles with other companies who may be hiring and direct engagement with HR departments, when appropriate through IDA and EI.
• Briefings by local Department of Social Protection/Intreo offices to impacted employees on social welfare and employment support services to support impacted employees’ transition to new employment opportunities.
• Identification of training and further education opportunities for employees (ETBs; Skillnet; Universities).
