Members’ Newsletter September 2026
Dear member,
Message from the CEO
The Dáil was recalled on 28th August to discuss Energy costs. With the war in the Gulf persisting, energy, fertiliser, food and freight costs are forecast to remain elevated well into 2027. Even if conflict in the Gulf ended quickly, tail effects would still produce cost increases for the next few months. It is always important for businesses tendering for contracts that have an energy (or labour) component to ensure there is a facility to index for predictable increases in cost. The Cost of Business Advisory Forum report was published on 28th August. We want to see progress on reducing business cost made by Government, but this will be a serious ask, and will require action from multiple different Government departments. Our STAGES Mentoring Programme is now up and running. If you have not considered this programme before, check out the testimonial from our former National Council member David Waldron. The funding for this programme is more restricted this year, so it is important to get in early to secure a place. Budget day will be Tuesday 6th October. We are not confident that there are any priorities for government other than fuels prices and public sector pay at the moment. We will be looking for your assistance with the out-reach effort to politicians in the next few weeks. Our next Networking Forum takes place in the Clayton Hotel Limerick on the 23rd September. I look forward to seeing you there!
ISME Events
Join us in Limerick for the next stop in our Leadership & Networking Forum After a highly successful stop in Dublin and Cork, we are now coming to Limerick for the third stop in our Leadership & Networking Forum on Wednesday 23rd September at the Clayton Hotel, Limerick from 8:00am-11:00am. In partnership with Jobs.ie, this event series is designed to bring practical insights, expert advice, and meaningful connections directly to SMEs across Ireland.
What to expect ❖ Hiring & retaining talent Hear from Christopher Paye, Country Director, The Stepstone Group, Ireland, on the latest hiring trends and what businesses need to know when attracting and retaining talent. ❖ Insights into the Irish economy Jim Power, one of Ireland’s best-known economic analysts and commentators, will share his perspective on the economic outlook and the trends shaping the business environment for SMEs. ❖ The issues affecting your business ISME CEO Neil McDonnell will discuss some of the key issues facing Irish SMEs, alongside updates on HR, learning and development, energy and business supports. ❖ Connect with fellow business owners Take the opportunity to meet other SME owners and business leaders, exchange ideas and build valuable connections.
Click here to register for the event. View our agenda and speaker list here
Don’t forget to bring your business cards and prepare a pitch for our Pitch My Business segment.
Our Pitch My Business segment, sponsored by Zen Pensions and hosted by Killian Dineen allows business representatives to stand up for 2 minutes to pitch their business.
ISME news
ISME welcomes fuel excise deferral but warns of November cost burden for SMEs ISME has welcomed the deferral of planned motor fuel excise increases but warned that the revised schedule could place additional pressure on SME cashflow in the final quarter of 2026. Fuel excise rates will be restored in four stages from 1 November 2026 to February 2027, while the reduced NORA levy will end on 31 October and the enhanced Diesel Rebate Scheme will expire at the end of December. ISME says the timing of these measures risks creating a compounding cost burden for transport-dependent and energy-intensive businesses, including retailers, childcare providers, nursing homes, bakeries and service businesses. The organisation is calling for the cost base of indigenous SMEs to be given greater consideration as the Government finalises the restoration pathway. Read more here
Q2 2026 Bank Watch Survey Please take our Bank Watch Survey for Q2 2026 based on your experiences of accessing finance and engaging with lenders here. The Bank Watch Survey provides us with the latest up to date information on SME's access to finance. The findings of these surveys will be circulated to media and will feed into relevant groups and committees ISME sit on. Reports will also be uploaded to the ISME website, view previous reports here. Please share this survey with your network.
ISME news
Streamlined Funding Access for Irish SMEs with ISME Finance Finder The ISME Finance Finder, developed in partnership with Swoop Funding, is an online platform designed to streamline access to finance for Irish SMEs. It offers a centralized solution for businesses seeking funding options to start, expand, improve cash flow, refinance debt, acquire assets, or invest in new markets. Additionally, businesses can avail of a complimentary 30-minute one-on-one consultation with Swoop's funding experts, offering confidential and obligation-free advice. For more information or to begin your funding journey, visit the ISME Finance Finder.
ISME urges Government to make Budget 2027 a turning point for indigenous enterprise ISME is calling on Government to make Budget 2027 a clear turning point for indigenous businesses, with a focus on helping Irish SMEs scale, invest, train and compete.
ISME says Budget 2027 should prioritise practical measures including improved access to finance, stronger investment in skills and training, support for lifelong learning and vocational education, and a tax system that encourages businesses to grow. The organisation is also warning that Ireland’s reliance on a highly concentrated corporation tax base leaves the public finances and wider domestic economy exposed. ISME says strengthening Ireland’s indigenous enterprise sector is essential to building a more resilient and balanced economy. Read more here
ISME news
ISME HR Hub – your HR support A computer with a website on the screen Description automatically generated
To support Members to deal with the ever-changing world of HR and employment law, we have created a portal to give you access to guides, templates, contracts, policies and more to support you in managing HR in your business. We have curated the information based on the HR Life Cycle: Attraction, Recruitment, Onboarding, Policies & Training, Performance Management and Exit. You can also find information from government agencies and other third parties in our General Information & Resources page, links to the top downloads and view our selection of blogs including Statutory Sick Pay FAQs and EU Directive on Transparent and Predictable Working Conditions. To find out how it works and looks, click on the video about the portal here. To use the ISME HR Hub log into the Members Area, click on the top left button.
A valuable support for your employees ISME partners with Laya healthcare and their health & wellbeing provider, SpectrumLife to provide 24/7 Mental Wellbeing Support Programme (EAP) for ISME Members. We offer unlimited access for your employees and their families to a 365 freephone EAP service, accessible via website, app, or live chat. The cost for up to 30 employees is €950 + VAT and each subsequent employee €8 per employee. Find out more here.
ISME news
Health & Safety Authority Update ❑ Workplace Occupational Safety and Health Training (HSA Resources): Employees require Occupational Safety and Health (OSH) training at different points in time. Providing comprehensive occupational health and safety training for staff is essential to fostering a safe and healthy workplace environment. The provision of training helps reduce the risk of work-related injuries and ill health. This page provides links to information including the employee OSH learner journey, workplace OSH training requirements and approach, tips for procuring training, training providers, hsalearning.ie and more. ❑ Code of Practice: Safe Use of Industrial Trucks: This Code of Practice provides practical guidance on compliance with legislation related to the use of rider operated industrial trucks in all workplaces. ❑ Driving for Work: Risk Management Guidance for Employers: This guidance document has been jointly developed by An Garda Síochána, the Health and Safety Authority and the Road Safety Authority to help employers understand and manage the main risks that working drivers face and create when driving for work. ❑ Annual Review of Workplace Injuries, Illnesses and Fatalities 2022–2023 report presents the Annual Review of Workplace Injuries, Illnesses, and Fatalities for 2022- 2023. In preparing this report, we recognise the importance of providing reliable and up-to-date statistical information as an evidence base for decision-making. ❑ A Short Guide to Health Surveillance in the Workplace aims to assist employers and health professionals working on their behalf in understanding their legal requirements regarding health surveillance in the workplace. It also highlights the key elements to consider when implementing a health surveillance programme. ❑ Employing Apprentices: Safety On the Job information sheet is written for people who employ apprentices. It provides a summary overview of how employers should fulfil their duties as an employer and protect apprentices, who may be more at risk of injury and ill health.
❑ Safety On the Job for Apprentices- This information sheet is written for Apprentices. It provides some essential tips to help Apprentices stay safe and healthy as they start their career.
Market Updates
What’s happening in foreign exchange markets? Key events that influenced foreign exchange markets in August •
• • • •
The Euro hit a three-month high against the dollar as the US Treasury Department announced its decision to double the size of buyback operations for longer-dated securities to at least 4 billion per operation, from the current maximum size of $2 billion. This plan is aimed at easing yields on long-term Government Bonds as data showed the US national debt has surpassed USD 40 trillion The key US Nonfarm payrolls showed the US unexpectedly lost 23,000 jobs in July while unemployment fell to 4.1%, a decline driven by fewer people participating in the labour force rather than stronger employment. Euro zone business activity grew at its quickest rate since November 2025 Eurozone annual inflation rose to 2.9 per cent in July up from 2.8 percent in June, with an increase in energy costs cited as the main reason for the rise in the overall cost-of-living index.
What data and factors could impact the major currencies in September? • • • • • •
Tuesday Sept 1st - Eurozone August inflation estimate Friday Sept 4th - US Nonfarm Payrolls employment data Thursday Sept 10th – European Central Bank interest rate decision Wednesday Sept 16th - US Federal Reserve interest rate decision Wednesday Sept 16th – UK CPI inflation data Thursday Sept 17th – Bank of England interest rate decision
As an ISME member, you have exclusive access to Fexco’s dedicated account manager John Barry, who will help you with all your foreign exchange requirements. • •
Reduce your cross-border payments costs Protect your business from currency volatility
Discover the benefits to your business without an obligation to trade!
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HR Update
Redundancy: What Employers Need to Know Redundancy occurs where jobs are lost due to circumstances such as the closure of a business, rising operating costs, loss of a major customer, restructuring of a business or a reduction in the number of staff. It means the job in the company no longer exists and the employee is not replaced. It can be a very difficult and challenging situation to manage, where often a business owner works very closely with staff whose job/s may be at risk of redundancy. Ensuring correct procedures are followed is critical. While the Workplace Relations Commission (WRC) recognises redundancy as a potentially fair reason for dismissal, every dismissal described as a "redundancy" will not automatically be lawful. One of the biggest risks for an employer is using redundancy as a way of removing an employee from the business, where the real issue is performance, conduct or some other individual difficulty. If the employee's job genuinely continues to exist but the employer simply wants a different person doing it, that may not constitute a genuine redundancy. An employee may still challenge the decision if they believe that the redundancy is not genuine or if they have been unfairly selected. An employer must be able to justify and explain that there is a genuine business reason for making an employee redundant. Examples of reasons for redundancy include: • • • •
Financial difficulties within the business: for example, an employer needs to cut costs and this means staff numbers must be reduced. Lack of work: for example, an employer no longer needs or has a reduced need for employees with certain skills, or new technology has made a particular job unnecessary. Reorganisation within the business: for example, an employer has decided to carry on the business with fewer or no staff and some roles no longer exist. Business closure: the business is closing down or moving.
If a business is in the unfortunate situation where it must make redundancies, then part of the process includes how to select employees for redundancy. This is a difficult aspect of the redundancy process and one that must approached fairly. Communication and consultation is vitally important in the process. Employees should be informed that redundancies are being considered and that their job may be at risk at the very outset. And they must be given the opportunity to respond. Depending on the circumstances, consultation may involve discussing the proposed changes, the reasons for them, possible alternatives, selection criteria and potential opportunities to avoid or reduce redundancies. The consultation should be genuine and no decision should be made without a period of consultation.
HR Update
Redundancy can involve just one person or a group of people. If the number of people being considered for redundancy reaches a certain number, then the redundancy is considered to be ‘collective’ and there are specific requirements in this regard. Sometimes offering redundancies as a voluntary option is possible, but if not, then the employer will need to select who is to be made redundant. Sometimes employers will use the ‘last in first out’ approach. But often this doesn’t work as employers need to keep certain skills within the business. In this instance a selection criteria and a selection matrix can be used. Selection criteria are used to determine who will be made redundant and these criteria must be reasonable and fairly applied. If an employer doesn’t follow a selection process, and simply chooses employees at random, that can result in major legal consequences— such as a Workplace Relations Commission claim. You’ll find further information in regard to using a selection matrix here Redundancy should always be the last resort. Employers should consider what alternatives there may be, for example reducing overtime, not replacing employees who leave voluntarily, reduced working hours, voluntary redundancy, or reducing other operating costs. Not every alternative will be appropriate, and employers should not assume that an employee must accept a fundamental change to their contract. The statutory calculation currently for redundancy is two weeks' gross pay for each year of service, plus one bonus week, subject to a maximum reckonable weekly pay of €600. Employers should calculate the potential cost of redundancies before beginning the process as it can be costly. For example, the total cost can include statutory redundancy, notice pay, and any outstanding annual leave. Also, if additional payments have been made in the past this may set a precedent. Details in relation to how to calculate redundancy payments can be found here
If you are an ISME member, you’ll find further information and resources in relation to Redundancy in our HR Hub here or by contacting HR at 01 6622755 or HR@isme.ie
Learning & Development
S.T.A.G.E.S Mentoring Programme
We are delighted to announce the launch of the S.T.A.G.E.S mentoring programme, whereby Irish SMEs can avail of fully-funded business consultancy services to help with Innovation and Entrepreneurial Practices. This mentoring programme is delivered by ISME Skillnet and will provide fully subsidised one-to-one mentoring. This programme is designed to help your business address real-world challenges and opportunities at each stage of your development, with expert-led sessions tailored to your specific goals. An SME engaged in this important programme can avail of two 6-hour mentoring engagements with an accredited expert mentor / business coach. The programme will commence in August 2026 and run until the end of the year, so get in touch with us as soon as possible to secure your place. To secure your spot, we kindly ask that you take your time to complete the form below. The more information you provide on your strategic initiatives, the easier it is for us to align you with a suitable expert. Once you’ve submitted the form, we’ll review your responses and begin the process of pairing you with a mentor who aligns with your goals and industry needs. If you have any questions in the meantime, please feel free to reach out to us at stages@isme.ie or learn more here
Complete the form here
Learning & Development
The ISME Skillnet service is here to help both the business owner and their employees. ISME Members can receive up to 40% discount on ISME Skillnet training, view courses below.
COURSE
DATE
BOOK YOUR COURSE
HR Bite Sized Essential’s
Tuesday 29th September – Tuesday 15th December
View Course
Present Like a Human, Not a Script
Thursday 10th September
View Course
Free Lunch & Learn – Five simple actions for your Thursday, 24th September Sustainability Journey
View Course
Project Management Essentials Training
View Course
Monday, 28th September
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