HR consultancy service
Manager training and performance
Practical training for owners and line managers on probation, difficult conversations, absence and underperformance, plus a simple review process the business will really use.
What it is
Managers are often promoted because they were good at the job, not because anyone showed them how to manage people. So the probation review gets skipped, the awkward conversation is put off for months, and a performance problem only reaches you when someone wants the person gone by Friday. By then there is no record of what was expected, what was said or what help was offered, and a decision that may be right on the merits is hard to stand over.
We train owners and line managers to deal with these things early and fairly. Sessions are short, practical and built around your own policies and real situations: setting expectations, running probation reviews, giving honest feedback, managing absence and handling underperformance step by step. Alongside the training we set up a simple review process, with forms a busy manager can complete in minutes, so the habits last after the session ends.
The HR practice is led by a consultant with a master's degree in human resource management. Scope, fee and timings are agreed in writing before any work starts.
What you get
- A training plan built around your managers, your policies and the situations they face
- Practical sessions on expectations, feedback, probation, absence and underperformance
- A one page probation review form and a timetable of review dates for the first six months
- A simple review process with short templates a manager can complete in minutes
- Conversation guides and checklists for difficult conversations, return to work meetings and warnings
- A follow up session to work through live cases and answer managers' questions
Questions
What employers ask us.
General information for Irish employers, checked against official sources in October 2026.
FH Recruitment provides HR advice and practical support. We are not a law firm and we do not give legal advice. Where a matter needs a solicitor we will tell you, and we are happy to work alongside yours.
How long can a probation period be in Ireland?
Six months is the normal limit. According to Citizens Information, since 1 August 2022 a probation period cannot be longer than 6 months. It can be extended, to a maximum of 12 months in total, only in exceptional circumstances, for example where that is in the employee's interest or the employee was on extended leave during probation. The rule comes from the European Union (Transparent and Predictable Working Conditions) Regulations 2022 and is the position as of October 2026. For managers, the practical point is to hold written reviews on set dates inside the six months, so the decision is never left to the last week.
Can we dismiss an employee for poor performance?
Competence is a fair ground for dismissal under the Unfair Dismissals Acts 1977 to 2015, but according to Citizens Information, as of October 2026, a dismissal is presumed unfair unless the employer can prove fair grounds and fair procedures. That means telling the person the standard expected, explaining where they fall short, setting achievable improvements with reasonable time to make them, and giving a final warning before any decision. We train managers to do this and keep the record. This is HR advice, not legal advice. If a case is heading to the Workplace Relations Commission, we prepare you and the paperwork and work alongside your solicitor.
What does a fair disciplinary procedure look like in Ireland?
As of October 2026, the benchmark is the Code of Practice on Grievance and Disciplinary Procedures (S.I. No. 146 of 2000), published by the Workplace Relations Commission. It says the employee must be given the details of the complaint, a chance to respond fully, the opportunity to be represented, and a fair and impartial decision, with an internal appeal available. Steps are normally progressive: an oral warning, a written warning, a final written warning, then dismissal. The Code also says procedures should be in writing and given to employees when they start. We check your procedure against the Code and train managers to follow it.
How many paid sick days do employees get, and how should managers handle frequent absence?
According to the Workplace Relations Commission, statutory sick leave under the Sick Leave Act 2022 is 5 days a calendar year, paid at 70% of usual daily earnings up to €110 a day, for employees with 13 weeks' continuous service and a medical certificate. The Department of Enterprise, Tourism and Employment confirmed in April 2025 that it would stay at 5 days, which is the position as of October 2026. Your own scheme can be more generous. We train managers to record every absence, hold a short return to work conversation each time and spot patterns early, so support or a formal process starts from facts.
What does manager training cost?
It depends on the scope: how many managers are involved, how many sessions you want, whether they run on site or online, and whether you also want us to set up the review process and forms. After the first call we put the scope, the fee and the timings in writing. No work starts until you have agreed that document, and if you later want to add or remove something, the change to the scope and fee is agreed in writing before we carry on.
Talk it through with an HR consultant.
Tell us what is happening. We will contact you within one working day, and no work starts until you have agreed a written scope and fee.