HR in Ireland’s Charity Sector: What 2025 Looks Like

The charity sector in Ireland plays a vital role in shaping communities, employing nearly 280,000 people—approximately 9% of the workforce. This includes volunteers, paid staff, and public service workers, with one-third of the latter employed by charitable organisations. As the sector evolves, HR professionals are navigating new challenges and opportunities, from regulatory compliance and employee well-being to attracting and retaining talent in an increasingly competitive market. Here’s is a closer look at how these trends are shaping HR this year.

Growing Workforce, Growing Challenges

As nearly 1 in 8 workers in Ireland are employed in the charity sector, HR teams are under pressure to attract and retain top talent. Competing with private-sector salaries has always been tough, but non-profits have unique advantages. HR professionals are focusing on showcasing meaningful work, flexible schedules, and opportunities to make a real difference in their recruitment strategies.

Remote and hybrid work have opened global talent pools, making it easier to find skilled professionals. However, this requires HR to adapt by strengthening onboarding processes and fostering connection within dispersed teams.

Upskilling for Success

With €800,000 allocated for skills development in 2025, charities are investing in strategic leadership, governance, and communication training. HR teams are using this funding to address skill gaps and provide opportunities for employees to grow.

Not only does this boost employee engagement and retention, but it also strengthens the overall capacity of charities to meet their goals. Offering career development is a crucial way HR teams can retain passionate employees in a sector where salaries might not compete with corporate jobs.

Meeting Compliance Demands

Regulatory compliance has become more stringent, with the Charities Regulator cracking down on non-compliance. By 2023, 78% of charities had filed their annual reports, but late submissions and lapses remain a challenge.

For HR professionals, this means ensuring their organisations stay on top of reporting obligations and that staff are trained in governance and accountability. Streamlining reporting processes and fostering a culture of compliance are now essential priorities for HR teams.

Adapting to Employment Law Updates

New employment laws, including an increase in the minimum wage to €13.50 per hour and expanded sick leave entitlements (from 3 to 5 paid days), require immediate action from HR teams. They must update policies, adjust payroll systems, and communicate these changes effectively to employees.

These updates also reflect a growing focus on employee well-being, and HR must balance compliance with creating supportive workplace environments that align with the mission-driven nature of the sector.

Well-being Takes Focus

In a sector that often deals with emotionally challenging work, employee well-being is more important than ever. Charities are prioritising mental health resources and fostering supportive cultures to prevent burnout.

For HR, this means developing programs that address emotional strain while ensuring employees feel fulfilled and valued. By emphasising well-being, HR can improve retention, boost morale, and create a workplace that attracts purpose-driven professionals.

Funding Brings New Opportunities

The government’s €3 million increase for community-led initiatives means more projects and staffing needs for HR teams to manage. Many of these roles are tied to short-term funding, requiring flexible recruitment strategies.

HR professionals must also ensure that new hires are onboarded effectively and aligned with the charity’s mission. Strong communication about the impact of these initiatives can help employees feel connected to the bigger picture.

Diversity, Equity, and Inclusion (DEI)

Ireland’s diverse communities call for charity teams that reflect the people they serve. HR professionals are embracing inclusive hiring practices, using targeted recruitment to reach underrepresented groups and fostering a workplace culture that values equity.

Providing DEI training for leadership and staff is another priority to ensure inclusivity is woven into the fabric of the organisation. A focus on diversity not only strengthens teams but also enhances the sector’s ability to serve communities effectively.

The Future of HR in the Charity Sector

HR in Ireland’s charity sector in 2025 is about more than just filling roles—it’s about creating meaningful workplaces where employees can thrive while contributing to lasting change. From adapting to new regulations to embracing diversity and fostering well-being, HR teams are shaping a sector that’s not just mission-driven but also people-centred.

As the charity sector continues to grow, HR professionals are proving that with the right strategies, they can overcome challenges and create a workforce that’s motivated, skilled, and ready to make a difference.

What’s your take on these changes? Let us know how you see HR shaping the charity sector in the year ahead!