The Workplace Relations Commission (WRC) has published its 2024 Annual Report, and the findings send a clear message: employment compliance is under increasing scrutiny.

Rise in Complaints

In 2024, the WRC received 6,172 complaint applications, covering 14,158 individual complaints — an 11% increase compared to 2023. The most common issues raised were pay disputes (26%), unfair dismissals (13%), discrimination and equality matters (13%), and working time breaches (11%). Complaints under the Protected Disclosures Act surged by 201%, reflecting greater awareness and protection for whistleblowers.

Increased Inspections and Recoveries

Workplace inspections also intensified. The WRC carried out 6,519 inspections during the year, focusing on sectors such as construction, agriculture, fisheries, and road transport. These inspections led to the recovery of €1.95 million in unpaid wages, marking a 39% increase on the previous year’s figures. Employers should expect inspections to remain highly targeted, particularly where vulnerable workers and minimum wage compliance are concerned.

Adjudication and Early Resolution Trends

The adjudication service handled 4,765 hearings, up 12% from 2023, and issued 2,951 decisions — a 50% increase. There was also a noticeable rise in early dispute resolution: mediation referrals increased by 19%, helping many parties resolve issues before formal adjudication. Employers should ensure they have effective grievance procedures in place to facilitate early resolution and minimise formal claims.

Key Takeaways for Employers

For employers, these figures highlight several urgent priorities. Having robust contracts, clear policies, and proper disciplinary and grievance procedures is critical. Early engagement with employees and a willingness to mediate can prevent issues from escalating. Regular internal audits of pay practices, working time records, and compliance with equality legislation are advisable to avoid inspection penalties.

The WRC’s 2024 report shows a system that is becoming faster, more efficient, and more enforcement-driven. Employers who take a proactive approach — ensuring policies are up to date, management is trained, and employee concerns are addressed early — will be best placed to minimise risk.

In short, reactive responses are no longer enough. The emphasis for employers must be on prevention, early resolution, and full compliance. Failing to prioritise these areas can result not only in financial penalties but also reputational damage in an increasingly vigilant employment landscape.