Spectre of ‘quiet redundancies’ appears in Irish workplaces

Emerging trend of non-renewals, scaled-back team structures and discreet workforce adjustments that are not immediately visible in headline figures.

Professional job opportunities are increasing 2% year-on-year and 7% quarter-on-quarter, revealing a cautiously optimistic start to 2025, according to recruiter Morgan McKinley’s Irish Employment Monitor for Q1.

Meanwhile, professional job seekers rose by 16% compared to Q1 2024 but decreased by 4% from the final quarter of last year, indicating a potential stabilisation in candidate movement.

However, perhaps as a sign of increased geopolitical turbulence and the impact this could be having on a small open economy like Ireland, new trends such as “quiet redundancies” are signalling a subtle shift in Irish workplace strategy.

The national unemployment rate dropped to 3.9% by the end of March, down from 4.5% at the close of 2024, continuing a trend of post-pandemic labour market strength. However, with new US tariffs now in force and signs of stealth job cuts emerging across multiple industries, that resilience could soon be tested.

“The data shows clear evidence of renewed hiring confidence across many sectors, particularly in technology, financial services, and construction,” explained Trayc Keevans, global FDI director at Morgan McKinley Ireland.

“That said, employers are navigating a complex matrix of influences – from economic headwinds and evolving global regulation to the accelerating role of AI and shifting expectations around workplace culture. The resilience of the Irish labour market is encouraging, but employers remain rightly cautious about what lies ahead.”

Never mind quiet quitting, say hello to the era of ‘quiet redundances’

Trayc Keevans, global FDI director at Morgan McKinley Ireland

Keevans suggests global economic uncertainty as a reason why Irish-based employers are quietly scaling back staff numbers.

“One emerging trend this quarter is the prevalence of ‘quiet redundancies’—non-renewals, scaled-back team structures and discreet workforce adjustments that are not immediately visible in headline figures.

“While it’s too early to pinpoint the exact drivers, the combination of global economic uncertainty, AI-led transformation and anticipation around US tariffs suggests companies are shifting from reactive hiring to more cautious, long-term workforce planning.”

On the subject of AI, prospective employers are venting their frustration at how AI-manicured CVs are resulting in interview scenarios where candidates don’t often match what the CV presents.

“AI is increasingly influencing how candidates apply for roles, with many now using it to enhance or generate CVs. However, employers have raised concerns that these AI-generated applications do not always accurately reflect the individuals encountered at interview. Reports of mismatches between CV content and candidate performance are becoming more common, placing greater pressure on screening processes and the assessment of authenticity.”

Ireland remains a bulwark in the tide against diversity and inclusion (DEI), holding firm to principles and not yielding to the prevailing trend to row back on initiatives to satisfy the Trump administration.

“Organisations are also adjusting how they talk about diversity and inclusion. While some multinationals have quietly pulled back on formal DEI budgets or job titles, Irish employers remain focused on inclusion under new banners – emphasising employee engagement, community, and fairness rather than explicitly labelled DEI roles. The result is a subtle but important shift in how inclusion is operationalised in the workplace.”

Employment trends by sector

We may only be at the opening stages of a global trade war but already the opening skirmishes are beginning to be felt in some Irish workplaces, says Keevans.

“Across sectors, the impact of global disruption is being felt unevenly. In technology, hiring rebounded strongly through contract roles tied to new project launches and modernisation initiatives. Demand continues for cloud, ERP, and AI-integrated systems expertise, while accessibility testing is gaining urgency ahead of the European Accessibility Act’s June deadline. Permanent hiring has been stable, with increased activity among SMEs and indigenous firms outside Dublin.

“In financial services, employers are focused on resilience and compliance, with strong demand for professionals in risk, regulation, and private equity. Activity was especially notable in the fintech and funds sectors, where firms are seeking candidates with deep domain knowledge and the ability to navigate complex operational environments.

“Construction continues to outperform, buoyed by infrastructure investment and state-backed housing targets. Demand for engineers, project managers and quantity surveyors continued to increase in Q1, though rising costs and long commutes are putting pressure on junior and mid-level retention. Some employers are testing new working models to ease burnout and improve staff retention, including flexible hours and wellbeing benefits.

“The accounting and finance market remained steady in Dublin, particularly for newly qualified accountants, FP&A talent, and tax professionals. In the regions, there has been a move toward shorter-term contracts, though demand for financial controllers and credit specialists remains strong – especially those with fluency in systems like SAP and Excel.”

Keevans said the life sciences and engineering sectors have leaned into contract hiring as companies await clarity on budgets and bonus cycles.

“Validation, automation, and quality control roles are critical, with a growing push towards digitising lab operations. While permanent hiring is down slightly, demand for regulatory and compliance talent remains high, particularly around EU MDR implementation.

“Supply chain and procurement hiring dipped slightly, driven by the return of some operations to the US, a slowdown in start-ups and limited expansion activity in existing firms. However, the market remains competitive, with a growing pool of mid-career professionals actively seeking roles.

“Legal hiring has picked up modestly, particularly for regulatory, privacy and corporate roles. While salaries are broadly stable, newly qualified solicitors with niche experience are commanding higher offers. Most firms are now operating hybrid models, with an expected presence onsite two to three days per week.

“Business support hiring saw a Q1 boost, particularly in Dublin, following the release of new operational budgets. There was increased demand for facilities managers, office coordinators and executive assistants as firms continue to ramp up onsite presence. Contract roles are trending longer in duration, though some employers are holding off until Q2 to finalise headcount decisions.

“HR hiring improved as the quarter progressed, particularly in talent acquisition, learning and development, and employee relations. With employee engagement and wellbeing high on the agenda, HR professionals who can blend policy, tech and people skills are in demand—though recruitment processes remain slow and often include multiple interview stages and presentations.

“Marketing teams are beginning to rebuild after cuts in late 2024. Employers are seeking digital marketers, brand managers and events specialists who can hit the ground running. Demand for platform fluency—Salesforce, Adobe, Asana—remains high, with contract hiring continuing to support parental leave and campaign peaks,” Keevans said.

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