969. Deputy Ann Graves asked the Minister for Enterprise, Tourism and Employment in light of redundancies in an organisation (details supplied) in Dublin; if he will call on the company to fully engage with employee representatives, as legislation requires, with a view to reach agreement; and if he will make a statement on the matter. [55368/26]

970. Deputy Barry Ward asked the Minister for Enterprise, Tourism and Employment the position regarding any supports being put in place to support former employees of a company (details supplied) who have recently been made redundant; and if he will make a statement on the matter. [55397/26]

971. Deputy Barry Ward asked the Minister for Enterprise, Tourism and Employment the position regarding the engagement his Department has had with a company (details supplied) in relation to the significant number of redundancies that have been announced in recent months; and if he will make a statement on the matter. [55398/26]

972. Deputy Barry Ward asked the Minister for Enterprise, Tourism and Employment the position he is taking to ensure that meaningful consultations are carried out between a company (details supplied) and any former employees that have recently been made redundant; and if he will make a statement on the matter. [55399/26]

973. Deputy Cormac Devlin asked the Minister for Enterprise, Tourism and Employment if his Department has received a collective redundancy notification in respect of an organisation (details supplied) in 2026; the number of employees notified as being at risk of redundancy and the number of redundancies proposed; the engagement his Department and its agencies have had with the company since the notification was received; and if he will make a statement on the matter. [55508/26]

988. Deputy Robert O'Donoghue asked the Minister for Enterprise, Tourism and Employment whether he or officials in his Department have engaged, or intend to engage, with a company's (details supplied) management regarding the company proposed redundancies in Ireland; the steps being taken to encourage the company to reduce compulsory job losses and disruption to employees; and if he will make a statement on the matter. [55694/26]

994. Deputy Catherine Ardagh asked the Minister for Enterprise, Tourism and Employment if he will address a matter regarding redundancies in an organisation (details supplied). [55911/26]

1048. Deputy Sinéad Gibney asked the Minister for Enterprise, Tourism and Employment whether regarding recent developments (details supplied) his Department has engaged with the company in question or representatives of the workers to seek to preserve jobs and protect employees livelihoods; and if he will make a statement on the matter. [57487/26]

1056. Deputy Marie Sherlock asked the Minister for Enterprise, Tourism and Employment the engagements his Department has had with a company (details supplied) regarding redundancies at the company; his views = that there has been meaningful engagement between the company and union representatives in respect of those redundancies; his views on whether the company are meeting their obligations under section 9 of the Protection of Employment Act, 1977; and if he will make a statement on the matter. [57931/26]

1092. Deputy Rose Conway-Walsh asked the Minister for Enterprise, Tourism and Employment the engagements he has had with TikTok since the announcement of proposed job cuts; whether he has engaged with trade unions or employee representatives; the steps he is taking to ensure meaningful consultation and fair redundancy terms for affected workers; and if he will make a statement on the matter. [59293/26]

I propose to take Questions Nos. 969, 970, 971, 972, 973, 988, 994, 1048, 1056 and 1092 together.

Firstly, my thoughts are with all workers facing potential redundancy and I understand this is very difficult time for those involved.

My Department received a notification of proposed collective redundancies from the company concerned on 07 July 2026. For commercial sensitivity reasons, my Department does not disclose details of any individual notification, such as the number of redundancies proposed.

Collective Redundancy Process

It is important to note that there is a robust legislative framework in place which provides important safeguards for employees who may be impacted by collective redundancies. These rules are set out in the Protection of Employment Act 1977, as amended.

Under the 1977 Act, collective redundancies arise where, during any period of 30 consecutive days, the employees being made redundant are: 5 employees where 21-49 are employed; 10 employees where 50-99 are employed; 10% of the employees where 100-299 are employed; and 30 employees where 300 or more are employed.

Section 9 of the 1977 Act sets out the employer’s obligation to engage in an information and consultation process with employees’ representatives for at least a 30-day period before any notice of redundancy can issue. The 1977 Act specifies that the consultation with employees’ representatives should include the possibility of avoiding the proposed redundancies, reducing the number of employees affected or mitigating their consequences.

To ensure transparency during the collective redundancy process, section 10 of the 1977 Act obliges the employer to provide certain information relating to the proposed redundancies to the employees’ representatives during the consultation.

Under the 1977 Act, the employees’ representatives are defined as:

(a) a trade union, staff association or excepted body with which it has been the practice of the employer to conduct collective bargaining negotiations, or

(b) in the absence of such a trade union, staff association or excepted body, employee(s) who are elected by a group of employees to act as their representative.

This approach reflects the fact that Ireland’s industrial relations system is based on a voluntarist model, which recognises employees have the right under the Constitution to form associations and trade unions and that employers also have the right not to recognise trade unions for collective bargaining purposes.

Under section 12 of the 1977 Act, employers must also notify the Minister for Enterprise, Tourism and Employment of the potential redundancies at least 30 days before the first dismissal takes place.

The Workplace Relations Commission (WRC) is the organisation which is mandated to secure compliance with employment rights legislation. Employees have the right to refer complaints to the WRC on a wide range of employment law breaches for an adjudication and compensation where appropriate. This includes the right to make a complaint where they believe their employer has failed to fulfil its obligations under the Protection of Employment Act 1977.

Supports offered by IDA Ireland

In respect of the company in question, IDA Ireland has a long established and ongoing relationship with company leadership, and this includes advising the company of the full suite of IDA Ireland supports, including those available in a scenario where headcount is being reduced in Ireland.

IDA Ireland has established internal processes for dealing with potential and actual job loss situations with its client companies. IDA Ireland is not directly involved in the statutory process for redundancies as this is led on a case-by-case basis by companies.

IDA Ireland is also fully respectful of the consultation process that may be underway by any company and its employees or representatives following any announcement or proposed announcements.

The types of supports that may be provided include:

• Provision of a detailed skills profile for the site; a talent catchment map and timings for when individuals will be available, provided by the company.

• Identification of other employers who may be hiring across IDA and Enterprise Ireland client companies.

• Sharing of skills profiles with other companies who may be hiring and direct engagement with HR departments, when appropriate through IDA and Enterprise Ireland.

• Briefings by local Department of Social Protection/Intreo officials to impacted employees on social welfare and employment support services to support impacted employees’ transition to new employment opportunities.

• Identification of training and further education opportunities for employees (ETBs; Skillnet; Universities).

• Exploring opportunities to start your own business through Local Enterprise Offices and Enterprise Ireland.