HR Glossary
A plain-English guide to HR terms, acronyms, and concepts. Whether you’re new to HR or a seasoned pro, this glossary has you covered.
360-Degree Feedback
Performance feedback gathered from an employee's manager, peers, reports and themselves. Read more
Abandonment of Employment
When an employee stops attending work without notice or explanation, appearing to have left the job. Read more
Absence Management
The policies and processes an organisation uses to record, monitor and reduce unplanned employee absence. Read more
Absenteeism
Habitual or unplanned absence from work beyond agreed leave, often signalling deeper engagement or health issues. Read more
Accrual (Leave Accrual)
The gradual build-up of entitlements such as annual leave as an employee works through the year. Read more
Adverse Impact
When a seemingly neutral policy or practice disproportionately disadvantages a protected group. Read more
Annual Leave
Paid time off that employees are entitled to take each year for rest and personal use. Read more
Annualised Hours
A contract that sets total working hours over a year rather than per week, allowing flexible scheduling. Read more
Applicant Tracking System (ATS)
Software that manages job applications from advertisement through to hire, centralising the recruitment pipeline. Read more
Appraisal
A structured review of an employee's performance, contribution and development over a set period. Read more
Apprenticeship
A structured programme combining paid work with formal training that leads to a recognised qualification. Read more
At-Will Employment
A US doctrine allowing either employer or employee to end employment at any time, for almost any reason. Read more
Background Check
Verification of a candidate's history — such as identity, references and qualifications — before employment begins. Read more
Banded Hours
A right for workers with variable hours to be placed on a contract band reflecting the hours they actually work. Read more
Bank Holiday (Public Holiday)
A day recognised by statute on which most workers are entitled to paid time off or an alternative benefit. Read more
Benchmarking
Comparing an organisation's pay, benefits or practices against the market or peers to stay competitive. Read more
Benefit in Kind (BIK)
A non-cash perk provided to an employee, such as a company car or health cover, that may be taxable. Read more
Bereavement Leave
Time off granted to an employee following the death of a close family member or dependant. Read more
Blended Workforce
A workforce combining permanent employees with contractors, temporary and freelance workers. Read more
Bonus
An additional payment made to an employee, usually to reward performance or the achievement of targets. Read more
Bradford Factor
A formula that weights frequent short absences more heavily than occasional long ones to flag absence patterns. Read more
Candidate Experience
The overall impression a job applicant forms of an employer throughout the recruitment process. Read more
Career Break
An extended period of agreed unpaid leave during which the employment relationship is preserved. Read more
Career Pathing
Mapping the possible routes an employee can take to progress and develop within an organisation. Read more
Carer's Leave
Time off that allows an employee to provide care for a person in need of significant support. Read more
Casual Worker
A worker engaged on an irregular, as-needed basis with no guaranteed hours or ongoing commitment. Read more
Collective Agreement
A negotiated agreement between an employer and a trade union setting terms for a group of employees. Read more
Collective Bargaining
Negotiation between employers and trade unions over pay, conditions and workplace terms for a group of workers. Read more
Compassionate Leave
Discretionary or contractual time off granted to deal with a personal or family emergency or crisis. Read more
Compensation
The total financial reward an employee receives for their work, including salary and variable pay. Read more
Competency Framework
A structured set of skills, behaviours and knowledge that defines effective performance in a role. Read more
Compressed Hours
Working full-time hours over fewer, longer days rather than the standard working week. Read more
Constructive Dismissal
When an employee resigns because the employer's serious breach of contract left them no reasonable choice. Read more
Continuous Service
The unbroken length of time an employee has worked for an employer, which affects statutory rights. Read more
Contract of Employment
The legally binding agreement setting out the terms and conditions between employer and employee. Read more
Core Hours
The part of the working day when all employees must be available, within a flexible-hours arrangement. Read more
Corrective Action
Steps taken to address and remedy an employee's underperformance or misconduct. Read more
Cost of Turnover
The total financial impact of losing and replacing an employee. Read more
Cost per Hire
The total average cost of filling a vacancy, from advertising and agency fees to internal time. Read more
CSO Returns (Employment Statistics Reporting)
Statutory statistical returns some Irish employers must submit to the Central Statistics Office. Read more
Culture Fit
How well a candidate's values and working style align with an organisation's culture and norms. Read more
Deferred Compensation
Earnings set aside to be paid at a later date, such as retirement or the end of a vesting period. Read more
Digital Nomad
A worker who performs their job remotely while travelling or living in different locations. Read more
Disciplinary Procedure
A fair, structured process for addressing employee conduct or performance that falls short of standards. Read more
Diversity, Equity and Inclusion (DEI)
An organisation's efforts to build a diverse workforce and a fair, inclusive environment where everyone can thrive. Read more
Employee Assistance Programme (EAP)
A confidential support service offering employees help with personal, financial or wellbeing issues. Read more
Employee Engagement
The emotional commitment employees feel towards their organisation and its goals. Read more
Employee Handbook
A document that sets out an organisation's policies, procedures and expectations for staff. Read more
Employee Lifecycle
The stages an employee moves through with an organisation, from attraction to departure. Read more
Employee Mobility
The movement of employees between roles, teams or locations, internally or across borders. Read more
Employee Net Promoter Score (eNPS)
A simple metric measuring how likely employees are to recommend their organisation as a place to work. Read more
Employee Self-Service
Systems letting employees view and update their own HR information directly. Read more
Employee Self-Service (ESS)
HR software features that let employees view and update their own information and requests. Read more
Employee Value Proposition (EVP)
The unique set of rewards and benefits an organisation offers employees in return for their skills and contribution. Read more
Employee Wellbeing
An organisation's efforts to support the physical, mental and financial health of staff. Read more
Employer Branding
The reputation and image an organisation projects as a place to work, to current and prospective employees. Read more
Employer of Record (EOR)
A third party that legally employs staff on a company's behalf, often to enable hiring in another country. Read more
Equal Pay
The legal principle that people must receive the same pay for the same or equivalent work. Read more
Exit Interview
A conversation with a departing employee to understand why they are leaving and how to improve. Read more
Exit Management (Offboarding)
The structured process of managing an employee's departure from an organisation. Read more
Expatriate (Assignee)
An employee sent to work in another country for an extended period on assignment. Read more
Fixed-Term Contract
An employment contract that ends on a set date or on completion of a specific task or project. Read more
Flexible Working
Working arrangements that give employees choice over when, where or how much they work. Read more
FLSA (Fair Labor Standards Act)
The US federal law setting minimum wage, overtime and record-keeping standards for many employees. Read more
Force Majeure Leave
Short, urgent leave to deal with a sudden family emergency involving injury or illness of a dependant. Read more
Form W-4 (US)
A US tax form employees complete so employers withhold the correct federal income tax. Read more
Four-Day Week
A working pattern that reduces the standard working week to four days, often without cutting pay. Read more
Full-Time Equivalent (FTE)
A unit expressing workforce size by converting all hours worked into full-time positions. Read more
Garden Leave
A period during notice when an employee stays employed and paid but does not attend work. Read more
GDPR (General Data Protection Regulation)
The EU data-protection law governing how organisations collect, store and use personal data, including employee data. Read more
Gender Pay Gap
The difference in average pay between men and women across an organisation or workforce. Read more
Gig Economy
A labour market built on short-term, task-based or freelance work rather than permanent employment. Read more
Grievance
A formal complaint raised by an employee about a workplace issue that needs to be addressed. Read more
Gross Misconduct
Serious wrongdoing so grave that it can justify dismissal without notice or pay in lieu. Read more
Gross Negligence
A serious failure to take reasonable care that can amount to gross misconduct and justify dismissal. Read more
Hard Skills
Specific, teachable and measurable abilities such as technical or professional competencies. Read more
Headcount
The total number of employees in an organisation, team or category at a given point in time. Read more
Headhunting (Executive Search)
Actively approaching and recruiting talented individuals, often those not actively job-seeking. Read more
Health and Safety
The legal and practical measures an employer takes to protect the wellbeing of workers at work. Read more
Holiday Pay
The pay an employee receives while taking their entitled annual leave. Read more
HR Business Partner (HRBP)
A senior HR professional who works closely with business leaders to align people strategy with goals. Read more
HRIS (Human Resource Information System)
Software that centralises employee data and automates core HR processes such as records, leave and reporting. Read more
Human Capital
The collective skills, knowledge and experience of an organisation's people, viewed as an asset. Read more
Human Capital Management (HCM)
The strategic approach to recruiting, managing and developing people to maximise their value. Read more
Hybrid Work
A working model combining time in the workplace with time working remotely. Read more
I-9 Form (US)
A US federal form used to verify an employee's identity and legal authorisation to work in the United States. Read more
Incentive Pay
Variable pay designed to motivate and reward specific performance, results or behaviours. Read more
Induction
The process of introducing a new employee to their role, team and organisation in their first days and weeks. Read more
Insubordination
An employee's deliberate refusal to follow a reasonable and lawful instruction from a manager. Read more
Internal Mobility
The movement of employees into new roles within the same organisation, through promotion or transfer. Read more
Job Architecture
A structured framework that defines roles, levels and career paths consistently across an organisation. Read more
Job Description
A document setting out the purpose, duties and requirements of a specific role. Read more
Job Evaluation
A systematic method of assessing the relative value of roles to set fair and consistent pay. Read more
Job Offer
A formal proposal of employment setting out the role, terms and conditions for a chosen candidate. Read more
Job Sharing
An arrangement where two part-time employees share the duties and hours of one full-time role. Read more
Key Result Area (KRA)
The broad areas of responsibility in which an employee is expected to deliver results. Read more
Key Worker (Critical Role)
An employee whose role is essential to core operations or, in a wider sense, to essential public services. Read more
Knowledge Management
Capturing, organising and sharing an organisation's collective knowledge so it is not lost. Read more
KPI (Key Performance Indicator)
A measurable value that shows how effectively an individual, team or organisation is meeting a key objective. Read more
KSA (Knowledge, Skills and Abilities)
The knowledge, skills and abilities a person needs to perform a role effectively. Read more
Labour Turnover
The rate at which employees leave an organisation and are replaced over a given period. Read more
Lateral Move
A sideways move to a role at a similar level, broadening experience rather than increasing seniority. Read more
Learning and Development (L&D)
Activities that build employees' skills, knowledge and capabilities to support performance and growth. Read more
Leave Management
The process of requesting, approving, tracking and reporting employee time off. Read more
Leave of Absence
An authorised period away from work, paid or unpaid, outside normal holiday entitlement. Read more
Letter of Offer
A written offer of employment setting out the main terms a candidate is being asked to accept. Read more
Line Manager
The person with direct responsibility for managing an individual or team's daily work. Read more
Living Wage
A voluntary pay rate calculated to cover the basic cost of a decent standard of living. Read more
Long-Service Award
Recognition given to employees for reaching significant milestones of continuous service. Read more
Management by Objectives (MBO)
A management approach where goals are agreed jointly and progress measured against them. Read more
Maternity Leave
Protected time off around childbirth for the birth parent, with statutory and often contractual pay. Read more
Matrix Organisation
A structure where employees report to more than one manager across functions and projects. Read more
Mediation
A voluntary, confidential process where a neutral third party helps resolve a workplace dispute. Read more
Mentoring
A developmental relationship where an experienced colleague guides another's growth. Read more
Merit Increase
A permanent rise in base pay awarded for individual performance rather than cost of living. Read more
Minimum Notice
The shortest period of notice an employer must give before terminating employment, set by law. Read more
Minimum Wage
The lowest hourly rate an employer may lawfully pay most workers. Read more
Moonlighting
Holding a second job or side business alongside one's main employment. Read more
National Insurance / PRSI
Mandatory social insurance contributions funding state benefits and pensions. Read more
Night Work
Work carried out during night-time hours, subject to specific health and hours protections. Read more
Nine-Box Grid
A talent tool plotting employees by current performance against future potential. Read more
Non-Compete Clause
A contractual term restricting an employee from competing with their employer after leaving. Read more
Notice Period
The advance warning either party must give before ending the employment relationship. Read more
Objectives and Key Results (OKRs)
A goal-setting framework linking ambitious objectives to measurable key results. Read more
Occupational Health
Services and practices that protect and promote employees' health at work. Read more
Occupational Pension
A workplace pension scheme set up by an employer to provide retirement income for staff. Read more
Offboarding
The structured process of managing an employee's departure from the organisation. Read more
Onboarding
The process of integrating a new employee into the organisation so they become effective and engaged. Read more
One-to-One
A regular, private conversation between a manager and a team member. Read more
Organisational Chart
A visual map of reporting lines, roles and structure within an organisation. Read more
Outplacement
Support provided to departing employees to help them find new roles. Read more
Overtime
Hours worked beyond an employee's normal contracted hours, sometimes at an enhanced rate. Read more
Overtime Premium
The enhanced rate, above normal pay, paid for hours worked as overtime. Read more
Parent's Leave
A State-paid period of leave available to each parent during a child's early years. Read more
Parental Leave
Unpaid, job-protected leave for parents to care for young children. Read more
Paternity Leave
Short, protected leave for the relevant parent around the birth or adoption of a child. Read more
Pay in Lieu of Notice (PILON)
A payment covering the notice period so employment can end immediately. Read more
Pay Transparency
Openness about pay levels, structures and the basis on which pay decisions are made. Read more
Payroll
The process of calculating and paying employees' wages, along with related tax and deductions. Read more
Peer Review
Feedback on an employee's performance gathered from their colleagues. Read more
Pension (Occupational)
A retirement savings arrangement, often supported by employer contributions, for employees' later life. Read more
Pension Auto-Enrolment
A scheme automatically enrolling eligible workers into a retirement savings plan. Read more
Pension Contribution
Money paid into an employee's retirement savings by the employee, employer or both. Read more
Performance Improvement Plan (PIP)
A structured, time-bound plan to help an underperforming employee meet expectations. Read more
Performance Management
The ongoing process of setting expectations, giving feedback and supporting employees to perform well. Read more
Preboarding
Engagement and preparation activities between a signed offer and the first day. Read more
Probation
An initial period of employment during which suitability for the role is assessed. Read more
Probation Period
An initial period of employment during which suitability for the role is assessed. Read more
Probationary Review
A structured assessment of a new hire's suitability during or at the end of probation. Read more
Protected Disclosure
A worker's report of wrongdoing that is legally protected from penalisation. Read more
Psychometric Testing
Standardised assessments measuring aptitude, personality or behavioural traits in recruitment. Read more
Quiet Quitting
Doing only what a role strictly requires, without going above and beyond. Read more
Reasonable Accommodation
Adjustments enabling a person with a disability to work, unless they cause disproportionate burden. Read more
Recruitment
The end-to-end process of attracting, selecting and hiring people to fill roles in an organisation. Read more
Redundancy
Dismissal because a role is no longer needed, rather than because of the individual's conduct or capability. Read more
Reference Check
Verification of a candidate's employment history and suitability with previous employers. Read more
Remote Work
An arrangement where employees carry out their duties away from a central workplace, typically from home. Read more
Reskilling
Training employees for a substantially different role from the one they currently hold. Read more
Restrictive Covenant
A contractual clause limiting an employee's activities during or after employment. Read more
Retention (Employee Retention)
An organisation's ability to keep its employees and reduce avoidable turnover. Read more
Right to Disconnect
The principle that employees can disengage from work communications outside working hours. Read more
Right-to-Work Check
Verifying that a prospective or current employee is legally permitted to work in the relevant country. Read more
Sabbatical
An extended period of leave, often for rest, study or personal projects, with a right to return. Read more
Salary Band
A defined pay range for a role or grade, with a minimum, midpoint and maximum. Read more
Salary Benchmarking
Comparing pay for roles against external market data to inform reward decisions. Read more
Salary Sacrifice
An arrangement where an employee gives up part of their salary for a non-cash benefit. Read more
Secondment
A temporary assignment of an employee to a different role, team or organisation. Read more
Settlement Agreement
A legally binding agreement resolving an employment dispute or ending employment on agreed terms. Read more
Shift Differential
Extra pay for working less desirable shifts, such as nights or weekends. Read more
Shift Swap
An arrangement where employees exchange rostered shifts, usually with approval. Read more
Short-Time Working
A temporary reduction in an employee's hours or pay due to reduced work. Read more
Sick Leave
Time off work due to illness or injury, which may be paid or unpaid. Read more
Skills Matrix
A grid mapping which employees hold which skills, and at what level. Read more
Soft Skills
Interpersonal and behavioural abilities such as communication, teamwork and adaptability. Read more
Span of Control
The number of direct reports a manager is responsible for. Read more
Staff Handbook
A single document setting out an organisation's policies, procedures and expectations for employees. Read more
Statutory Redundancy
The minimum redundancy payment prescribed by law for eligible employees. Read more
Statutory Sick Pay
The minimum sick pay employers must provide by law to eligible employees. Read more
Stay Interview
A conversation with a current employee to understand what keeps them and what might make them leave. Read more
Succession Planning
Identifying and developing people to fill critical roles as they become vacant. Read more
Talent Acquisition
The strategic, long-term function of attracting and hiring the people an organisation needs. Read more
Talent Management
The integrated set of practices for attracting, developing and retaining capable people. Read more
Time and Attendance
Systems and processes for recording when employees work and are absent. Read more
Total Reward
The complete package of financial and non-financial benefits an employee receives from working. Read more
Total Rewards
The full package of pay, benefits and non-financial rewards an employee receives. Read more
Training Needs Analysis
A systematic assessment of the gap between current and required skills. Read more
TUPE
Rules protecting employees' terms when a business or service transfers to a new employer. Read more
Turnover (Staff Turnover)
The rate at which employees leave an organisation and are replaced over a given period. Read more
Unconscious Bias
Automatic, unintended judgements about people that can influence workplace decisions. Read more
Unfair Dismissal
Termination of employment that breaches statutory fairness in reason or process. Read more
Upskilling
Developing employees' existing skills to meet evolving role and business needs. Read more
Variable Pay
Compensation that fluctuates with performance, such as bonuses or commission. Read more
Wellbeing Programme
A coordinated set of initiatives supporting employees' physical, mental and financial health. Read more
Whistleblowing Policy
A policy setting out how workers can safely report wrongdoing and how the employer responds. Read more
Workforce Planning
Anticipating future people needs and ensuring the organisation has the right skills at the right time. Read more
Working Time Directive
EU law setting limits on working hours and minimum rest and leave. Read more
Workplace Investigation
A structured, impartial process for establishing facts about a workplace complaint or allegation. Read more
Workplace Relations Commission (WRC)
Ireland's statutory body for employment rights, enforcement and dispute resolution. Read more
Works Council
A body representing employees in information and consultation with the employer. Read more
Zero-Hours Contract
An arrangement where the employer does not guarantee any minimum hours of work. Read more
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What our customers say
The ideal is what we have now with Grouper.
With our rate of hiring, you don't have time to go googling or looking at a video tutorial. The fact that we have somebody to talk to and give us practical solutions really quickly is invaluable. Their customer service is second to none.
The working relationship with Grouper has been fantastic. Our account manager is friendly, accommodating, and approachable. Their knowledge and expertise has been great and there is great reassurance that I can let the system do what it's meant to do. It's taken a lot of pressure off our team.
The implementation all went well. Grouper was always responsive and our account manager is diligent and on the ball, and flexible in terms of the time and help they've provided us. Even now that the system is established, any time we send an email or have a query, they'll more than likely be back within the hour.
It would be difficult to find a replacement system of the quality and accessibility that we found, for the price and the ease of implementation. Grouper is absolutely an upgrade on what we had before. Interactions are as frequent as we need them, and our contact is typically flexible to have quick calls to discuss. That availability is helpful.
In a lot of transactions, the seller isn't involved in the transformation. Moji is quite unique in his field because he gets into the mind of the HR practitioners but he also understands the business, and he's also very technical. He can dial it up to where he needs to be. It was the best in class package.
Systems come and go and people can work through handovers but there's something very unique about how passionate and capable Moji is. He's been in the office and he's met and trained everybody. That level of consulting, you don't find everywhere.
Up to 85% of our working week was taken up with handling recruitment, contracts and offer letters. Now, I would say our admin burden is down by 40% because we're not hunting through email after email.
We didn't have a HR system before; it was all manual and on spreadsheets. Grouper made everything so easy and it's been a real change, not just for me but for our managers. They're not emailing me asking for information. I'd say it's reduced the admin side by around 40%.
It's the customer service that they've excelled in. I was surprised that you could email a specific individual with an issue. The minute we have any query, he's back the quickest I've ever seen. And it's always solved. There's none of what you see with many other providers where the provider emails you with a generic response or there's no flexibility.
At the very beginning, the service level was very high. We had the chance to work together with our account manager, who was brilliant. He's so service oriented, and he wants to understand our needs and our issues. He's so quick: when I have a request he always responds immediately, and we are really happy.
With many vendors, reaching out for support often means receiving automated replies and waiting a week for a response. Even then, the replies can feel scripted. With Grouper, however, the support feels more personalised, and solutions are handled efficiently.
It's hugely valuable. Our account manager is a good friend at this stage. He'll happily jump on a call to show a particular feature of the system or explain it step by step. I send an email in the morning and he is back in a couple of hours. It's great to have someone on a personal level you can interact with.
Speed of response. They always tackle things very quickly. We're a large team, and we dream of making things a bit easier. Sometimes we come up with ideas that we think are achievable, so we always reach out to Grouper. I have all the information accessible, I don't have to go for a physical file or folder: everything is there on the platform. Priceless!
With some outsourced providers, you don't know who's going to reply or how long you're going to wait. Whereas I just always email Grouper and they get straight back and will always try to find a solution.
We've been with Grouper since 2019 and see them as a very close partner. We would also recognise that they understand our business.
Grouper were so supportive: anything we needed, they helped us with. They gave us demos for features like managing annual leave quotas, so it was just a matter of clicking a few buttons.
That's the beauty of dealing with a company like Grouper. We're a small SME and the kind of support that we need is exactly what we're getting.
Grouper is very responsive and our account manager has great knowledge, and is able to give us ideas and show us how to utilise the system even more. The service has been very smooth: it's a big change, but the team has been very responsive and also good at sharing information.
Grouper are based in Ireland so, from our perspective, it was a lot easier in terms of communication and the support we needed. They're very effective, they answer all our emails in a timely manner. They follow up and, if we need, they organise meetings to discuss issues, and they resolve them effectively.
Our account manager was on the ball and really responsive. It's not a small task to move software systems so we were in contact quite a lot. He made sure I got what I needed back in time. I was kept in the loop, and the communication was very transparent so I always knew what was happening.
At the start, Grouper were very helpful. I remember I compiled a list of questions over the first few weeks and we set up a call. The support has always been very helpful, they can come into our system, share the screen and show us live how to use the system.
I would say the service is very user friendly, supportive, with quick response times. The customer experience is good. And having had the same account manager to build that relationship with, I know that I can jump on a call, and there's flexibility in terms of how that support can be provided. This consistency we get with Grouper is very valuable.
Grouper helped us to navigate a difficult time in the best possible way, as a kind of translator for the system.
What's unique about Grouper? I would say they are very responsive, reliable and supportive. When we tried to set up performance reviews automatically to the system, we had a couple of calls where they shared a screen to show me how to set it up properly. Thanks to Grouper.
Our account manager is very, very helpful and will always jump on a call. It could just be a couple of minutes but it's so much easier to talk to someone and share the screen. Recently, I wanted to amend a field and change the job tab. He did that really quickly. On other systems, I have spent time trying to work something out and perhaps eventually getting there, but it took an hour.
Grouper's way is very helpful and personally I find that really useful because it saves time and at the end of the day, that's saving the company money because I'm not wasting time searching for information.
I feel like if I need to reach out and speak to our Account Manager, he'll try his best to find a solution. He knows the system really well so his technical knowledge is really good. I feel that, by going to him, I get technical expertise and he tries to sort out other problems with the solution. Knowing that I've got Grouper to support us as a customer, makes me feel more reassured.
What makes Grouper stand out to me is, we jump on a call and we have the chance to overcome that barrier in communication you can get with emails, or sending tickets to be resolved.
I just needed something that would make my life easier instead of having manual records everywhere. Grouper were so helpful, they did all the setup as per what I'd asked and that made it easier for me to navigate around the system with the information already there.
I found Grouper really helpful. We had a few training sessions and they tailored them to the individual or to the questions I had.
We implemented in a matter of weeks whereas if it was left to me, it probably would have delayed the rollout, at a time when I am time poor. It meant the team could look after their own records and I just had to look after the approvals.
We've always dealt with a personal point of contact at Grouper, who was very hands-on, especially in the early stages.
Because of the industry we're in, we probably pay more attention to the customer service aspects and that responsiveness is hugely important to us. That's assisted me in being so satisfied with the support. Our account manager is always good at getting back and I've enjoyed how it's a personal touch: having that single point of reference is really helpful, just as our clients like having a familiar face they can trust.
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