November - 2017

CALL US TODAY FOR A CONSULTATION +353 1 216 6302

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Insights

'Insight' Series

Covid-19 Special

Stratis Consulting is regularly called upon to provide insightful commentary and perspectives on topics of interest to our clients including:

Developments in People Strategies and Employee Relations - trends in employee reward and recognition, employment law, significant third party decisions, workplace reforms, industrial disputes including disputes in essential services etc.
Labour Market Developments such as e.g. Minimum Wage, Living Wage, Public Sector Pay and Reform, Pensions, Skills Development and ‘Future of Work’ issues.
Research on topics of relevance to our clients including workplace innovation, total remuneration, alternative dispute resolution (ADR) and strategic people issues.

For further information or to schedule an appointment please contact Brendan McGinty:

T +353 1 216 6302

M +353 87 2433038

E brendan.mcginty@stratis.ie

'Insight' Series

March 2020

Stratis Client Update 3 web.pdf

Client Update 3

November 2019

Guidelines on the conduct of Pay negotiations in Ireland

180417 cipd-guidelines-on-the-conduct-of-pay-negotiations-in-Ireland-web-FINAL.pdf

Recent Posts

Private sector pay will drift in the absence of a ‘settled pay policy’ - IRN Article

Private sector pay will drift in the absence of a ‘settled pay policy’ - IRN Article

Trade unions have been seeking baseline pay deals without productivity concessions, which is ‘two tier bargaining’ in all but name, argues employment relations expert, Brendan McGinty of Stratis Consulting. The former director of industrial relations at Ibec argues that this could erode competitiveness and prove impossible to sustain in the face of Brexit. Current expectations are that private sector pay rises will remain in the 2-3% range across the private sector in 2018 ha

Innovation in Union-Management relationships: can there be a mutually beneficial framework for engag

Innovation in Union-Management relationships: can there be a mutually beneficial framework for engag

Unions should be prepared to actively work with employers who are prepared to navigate “a higher road” when it comes to developing new IR relationships that could secure dividends for both parties, writes Liam Doherty*. He suggests that trade unions should provide tangible examples of a “discrete group of employers” who recognise unions and “who are at the very least not disadvantaged over those who don’t”. We recently held a launch event for a new initiative and workplace in

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