What you need to know
- Increase in complaints but decrease in adjudication hearings: The significant increase in complaints to the WRC is contrasted with a decrease in the number of hearings scheduled and being held. This emphasises the significant capacity pressures within the system.
- Types of cases: The most frequent grounds for complaints were: Pay (26%), Unfair Dismissal (17%), Discrimination, Equality and Equal Status (14%).
- Inspections and prosecutions: The number of employers inspected by the WRC Inspectorate in 2025 decreased slightly from 5,156 to 5,145. Despite this, the report records a significant increase in the enforcement of employment law by the WRC, with 223 prosecutions in 2025, up from 175 the previous year.
- Mediation services: The WRC pre-adjudication mediation services saw a 16% rise in sessions compared to 2024.
- Code of Practice on Access to Part-Time Working: The updated Code was published in February 2026.
2025 marked the 10th anniversary of the establishment of the Workplace Relations Commission (WRC). Its Annual Report for 2025 emphasises its achievements over the decade as well as key statistics from the past year. Using it, employers can infer:
- Key trends in complaints
- The WRC’s operational developments, and
- Areas of increasing focus for inspections and enforcement.
An appreciation of these interpretations is vital to ensure continued compliance with employment law and for avoiding potentially costly litigation.
Increase in complaints received but a decrease in adjudication hearings
The WRC received 10,559 complaint applications in 2025, representing 19,068 separate individual complaints. This represents a 44% increase on complaint applications and a 28% increase in individual complaints when compared with the figures from 2024, a significantly marked increase.
Despite this, the 2025 report records a 14% decrease in the number of hearings that were scheduled and held in 2025 compared to 2024. It is suggested that this is attributable to the fact that hearings are taking longer and requiring additional days due to:
- The growing complexity of cases
- The late lodgement of submissions or documentation immediately prior to hearings
- More extensive and detailed cross examination under oath, and
- The need for adjournments.
This highlights significant capacity pressures within the system which is further evidenced by the report’s data on median waiting times in 2025 as compared to 2024, with these wait times having increased. The report shows that median waiting times rose steadily from 133 days in January 2025 to 174 days by December of the same year, demonstrating a clear upward trend. In contrast, 2024 showed a consistent downward trajectory, with median times falling from 161 days in January to 133 days in December.
Separately, the report commented on the increasing use of artificial intelligence in submissions, which prompted the Commission to publish guidance in 2025. For more information on this, please see our article on the topic:
WRC Guidance on the Use of AI to Prepare Submissions
Types of cases
The most frequent grounds for complaints were:
- Pay (26%)
- Unfair Dismissal (17%)
- Discrimination, Equality and Equal Status (14%)
- Terms and Conditions of Employment (9%)
- Working time (8%)
- Trade Disputes/IR issues (8%)
Taking a forensic look in 2025 at the most frequent grounds under which complaints were referred under the Employment Equality Acts 1998 to 2024 (as amended), it is notable that Disability, Race and Gender remain the three most frequently cited grounds in complaints to the WRC. Disability accounted for the highest number of referrals (31%), which represented a 52% increase on 2024.
Inspections and prosecutions
The number of employers inspected by the WRC Inspectorate decreased slightly in 2025 from 5,156 in 2024 to 5,145. Of these, 1,775 were found to be in breach of employment law. Despite this slight reduction in individual workplace inspection visits, the report records a significant increase in the enforcement of employment law by the WRC, with 223 prosecutions in 2025, up from 175 in 2024. In 82% of cases, the WRC recorded a successful result.
Inspection activity is generally aimed at employment sectors where a risk of non-compliance has been identified, through existing intelligence or information provided to the WRC. The following sectors were the most scrutinised in terms of inspections in 2025:
- Food Service Activities
- Hair and Beauty
- Construction
- Human Health and Social Work
- Beverage Service Activities
Mediation services
The WRC facilitated over 1,000 mediations in 2025, marking the largest number conducted in a single year in a decade.
Of all the complaints resolved at mediation in 2025, almost one third fell into one of these categories:
- Unfair Dismissal
- Pay
- Employment Equality
Code of Practice on Access to Part-Time Working
The WRC completed a review of the Code of Practice on Access to Part-Time Working and made its recommendations to the Minister for Enterprise, Tourism and Employment during 2025. The updated Code was published in February 2026.
For an in-depth analysis as to what employers should be aware of in relation to the revised Code of Practice, please see our recent article on the topic:
Code of Practice on Access to Part-Time Working
Key takeaways for employers
Conduct a mock WRC audit: The rise in prosecutions by the WRC and high number of inspections carried out by the Inspectorate should act as a call-to-action for employers to be proactive about compliance. Conducting an internal review of a company’s procedures, practices and record-keeping, especially for employers in at-risk industries, is key to avoiding an adverse finding in the event of inspection. Please contact the Employment Law & Benefits team for more information about our mock WRC audit services.
Increased complaints and long delays for resolution: The WRC have reported an increased number of complaints, but are under significant strain to hear them. Engaging expert counsel early can ameliorate/reduce costly delay associated with complex cases.
Pay as a major driver for complaints: It is notable that pay remains a significant driver of complaints to the WRC. This is sure to only increase as the Pay Transparency Directive transposition date looms.
Mediation: The use of the pre-adjudication mediation service has grown over the past year. This highlights the value of alternative dispute resolution in handling employment issues.
Prioritising ‘reasonable accommodation’ documentation: The rise in disability discrimination complaints is a major trend in the 2025 report. Employers should review their documentation processes regarding reasonable accommodation requests.
Part-time working arrangements: Employers should familiarise themselves with the revised Code of Practice on Access to Part-Time Working.
For more information and expert advice, please contact our Employment Law & Benefits team.
The content of this article is provided for information purposes only and does not constitute legal or other advice.