The Workplace Relations Commission (WRC): Monitoring Compliance with Employment Legislation

The Workplace Relations Commission (WRC) was established on 1st October 2015, taking over the functions previously carried out by the National Employment Rights Authority (NERA). Its core purpose remains the same: to ensure compliance with Irish Employment Legislation through inspection, enforcement, and the promotion of best employment practices.

The WRC monitors employment conditions through a team of WRC Inspectors, who are authorised to investigate breaches and ensure redress where employment rights have been violated.

Since the initial formation of the employment inspection body in 2007 under NERA, the number of inspectors has more than doubled, and they continue to collaborate closely with the Department of Social Protection and the Revenue Commissioners to monitor employer compliance across all sectors.

Inspectors are fully empowered to enter workplaces, conduct interviews with both employers and employees, review employment records, and take formal statements that may support legal proceedings.

Typical WRC Inspection Process

A WRC investigation typically follows this sequence:

Initial Inspection:
If the inspector finds breaches of Employment Legislation during the initial review, the employer is instructed to take corrective action to address all identified issues.

Request for Evidence:
The WRC then sends a formal letter requesting evidence that the employer has brought their practices into compliance.

Follow-up & Legal Referral:
If the employer’s response is incomplete or unsatisfactory, the WRC will issue a warning that continued breaches may result in legal proceedings. A follow-up inspection is conducted to verify compliance.

Important Note: In the event of a breach of the Protection of Young Persons (Employment) Act 1996, the WRC immediately refers the employer for prosecution after the first inspection—no further warning is issued.

Employee Complaints

Employers should be aware that WRC inspections are often triggered by employee complaints, including concerns about adherence to employment law and maintenance of required employment records. Employees have the right to report anonymously, and WRC inspectors will investigate such complaints accordingly.

Essential Records Required for Compliance

To pass a WRC inspection and remain compliant with Irish Employment Law, employers are legally required to maintain extensive records for each employee. The 10 most critical records include:

• PPS Number, Name and Address of each employee

• Terms and Conditions of Employment

• Job Classification or Title

• Start and End Dates of employment

• Payroll Information

• Copies of Payslips

• Accurate Hours of Work

• Register of Employees Under 18 (if applicable)

• Annual Leave and Public Holiday Entitlements received

• Details of Board and Lodging (where applicable)

WRC Inspectors are authorised to review all of the above records, and may request additional documentation if necessary to verify compliance with employment laws.