Blog Archives - Chris Mee Group | CMSE



EHS Contract roles dominating the Market post COVID-19

The world of work has undergone significant changes in the last number of months due to the pandemic. We’re seeing companies shifting suddenly to a completely remote workforce whilst trying to communicate with both customers, clients, staff and potential new hires within the recruitment process. 

The team are seeing a trend in the questions being received from clients and contractors about what’s happening on the market and how Government’s public health restrictions are affecting at ground level.

While some companies have been lucky enough to be able to continue with business as usual through the pandemic, due to uncertainty in the economy and the many unknowns of lock down, many companies had to cancel, postpone, rethink, or slow down their recruitment. This was with the aim of being able to retain their current staff.

Now however, some time has passed, it’s being accepted that COVID will be here for at least the medium term and measures have been put in place to mitigate some of the risks hiring has begun to ramp back up.

With this being said, we are seeing a lot of caution from small to medium size companies who need to get back to full operations in this “new normal” climate.

Many companies, especially within the SME demographic, are looking to contracting as an option to reduce the long-term costs associated with hiring permanent staff. Hiring a contractor to complete a project makes better financial sense if a company has fluctuating workloads.

What are the Employer/Company benefits of choosing a contractor to fill a role?:

  • Cost Saving. While daily rates can initially appear high compared to full-time employees, companies save on compulsory taxes such employer’s PRSI, pension contributions, pay for holiday, sickness and parental leave, plus any other benefits the company might offer. Then there are the internal costs incurred due to various equipment, HR and admin, training, induction, rewards and bonuses
  • Contractors are often available to work at short notice, which helps the company to meet business demand/peaks quickly.
  • Experience levels prove to be self sufficient and productive. Contractors are often mid to senior level and can hit the ground running on every new contract. Helping them make a positive impact straight away to the organisation.
  • Risk is reduced – When hiring a permanent employee and they turn out to be the wrong fit or as a business you need to make redundancies due to a lull in work, there is a lot of time and cost involved. Hiring a contractor for short term projects reduces these risks while still getting the task done. Contractors also must provide their own insurance reducing the legal liability on the employer.
  • Process is faster A contractor can be working onsite within a week of starting the hiring process. On average to hire a permanent employee it takes 6-8 weeks minimum.

What are the benefits of working as a contractor?

  • Tax planning and pension planning options, Contracting can offer better tax and pension planning. There are several options open to contractors from setting up their own Limited company to using a payroll provider. When you have your own LTD you can set up an executive pension and the company then can pay employer contributions. Availing of greater tax relief to find your pensions. You can also reduce your tax bill by claiming business expenses.
  • Higher salaries, Contractors don’t receive the same benefits as employee’s (In terms of healthcare, holidays etc) so they receive a higher hourly rate compared to their full-time equivalents. They are also paid for each hour they work and are usually not capped to the standard 39-hour week.
  • Increased flexibility. Contracting offers the flexibility to move between companies and work on a wider variety of projects. You can also choose your projects/locations and when you want time off. Highly in demand contractors can take a few weeks holidays in between contracts if they wish.
  • Getting A Mortgage. In the past obtaining a mortgage as a contractor was extremely difficult. In the last number of years banks are now looking more favourably on contractors and comparing them on the same basis as if they were full time permanent employee’s.
  • Maintain a good work/life balance. Contractors get to choose their projects if their skills are in demand. They can often have less commuting, fewer meetings, less office politics to navigate around, and can choose the hours that suit them the best.

Over the past several years we have seen a rise in the number of people abandoning the traditional employment and going down the self-employed contractor route. For many the benefits are simply to great to ignore, and with the way we work changing dramatically in the last 7 months, contracting is only going to get more popular for clients.

Here at CMSE Recruitment we have an ever increasing number of available contractor roles. These Environmental, Health and Safety roles are distributed across Ireland and in a vast range of industries.

Click here to book a meeting with Ciara

  • Top Tips for Contractors using LinkedIn! Click here
  • Why and How to Research the Company ahead of an Interview Click here
  • Full list of vacancies – Irish Safety, Process Safety and EHS Jobs Click Here
  • Contractor Safety Support with CMSE Consultancy Click Here

Chris Mee Group team raise €2000 for the Cuanlee Refuge for Abused Women & Children

L-R Chris Mee, Caithriona O’Neill, Ciara O’Dwyer

CMSE Recruiter Ciara O’Dwyer & Chris Mee hand over a cheque for €2000 to Cuanlee Refuge on Kyrl’s Quay, Cork.

Staff from Chris Mee Group recently completed a walkathon in aid of Cuanlee Refuge.

The challenge spearheaded by CMSE Recruiter Ciara O’Dwyer & CMSE Consultant Michael Gleeson was for the Cork and Dublin based teams to walk (privately & socially distant) from their own office location to the other respectively. This would amount to approximately 500KM total. The teams quickly exceeded the KM’s for the walk and hit over 1100KM’s. The teams raised almost €1000 through the challenge which Chris Mee Group matched to bring the final donation amount to €2000!

About the Cuanlee Womens Refuge

Cuanlee Refuge provides safe & secure crisis accommodation for women and children experiencing domestic abuse. They assist women who wish to move on and live independently, free from violence.

Since Covid-19 lockdown, Gardai have recorded a 25% year on year increase in calls for assistance around domestic issues. Traffic on the charity’s website has also spiked, rising by 74 per cent in recent months.

Cuanlee offer;

  • Crisis Accommodation
  • Support and Information
  • 24 Hour help Line
  • Child/Adolescent services
  • Outreach Social work
  • Domestic Abuse Workshops
  • Court accompaniment & Preparation service
  • Helping people who need it develop a safety emergency plan in a time of crisis if an explosive incident occurs.

Read More:



Abrasive Wheels Training

There are not many operations within the construction industry that are as dangerous as using abrasive wheels. Many companies require their staff to use this powerful equipment on a regular basis, and so training is vital.

What Are Abrasive Wheels And Why Are They Dangerous?

Companies use abrasive wheels for cutting and grinding materials like metal and concrete. It is because of the abrasive particles that bond together to create the wheels that they get their name. We sometimes refer to abrasive wheels as cutting or grinding wheels. Construction equipment often uses abrasive wheels, such as angle grinders and petrol saws.

Operating abrasive wheels can be dangerous because of the threat to operators, colleagues or pedestrians. Accidentally coming into contact with the fast-moving wheel can be fatal and so extreme care is needed. Operators are legally required to undergo training to learn how to use abrasive wheels safely. Other dangers of using this equipment include the wheels breaking, dust and flying particles, noise and HAVS.

The Safety, Health and Welfare at Work Act 2005 (Section 2 covers competency and demands training for all such activities) and The Safety in Industry Act 1882 (Schedule No. 30 (Abrasive Wheels) places an obligation on all employers where Abrasive Wheels are in use, to ensure that only trained, competent and appointed personnel mount the appropriate wheels in the machines. 


Abrasive Wheels
Online Training

This course is aimed at anyone who uses abrasive wheels, or employs people who use abrasive wheels as part of their work. It covers different types of abrasive wheel, safety in their use and how to identify the type of wheel

This course covers different types of abrasive wheel, safety in their use and how to identify the type of wheel.

Approved by IIRSM & CPD

100 mins duration. *The course duration is based on the amount of video content shown and is rounded off. It does not account in any way for loading time or thinking time on the questions

More info / Register         
Abrasive Wheels Instructor
Classroom Based Training

The course is intended for those people who are responsible for providing training in the workplace. People attending should have already completed an abrasive wheel training course. Ideally, having experience of working with abrasive wheels.

The course is intended for those people who are responsible for providing training in the workplace. People attending should have already completed an abrasive wheel training course. Ideally, having experience of working with abrasive wheels.

Full CMSE Training certification for all successful candidates

2 day duration

More Info / Register
Abrasive Wheels
Classroom Based Training

The course is designed for fitters and operators who use abrasive wheels. (Defined in legislation).

The aim of this Abrasive Wheel Training Course is to instruct people in mounting, operation, handling and storage of abrasive wheels and to demonstrate to people the use of an abrasive wheel in a practical demonstration.

Full CMSE Training certification for all successful candidates

Half Day duration


More info / Register

If you’re unsure about which option would be best for you, pop us a call at 1850 315 415 or email [email protected]


Remote Work Driving Digital Transformation

In these unprecedented times, organisations across the world have had to adapt to this new learning curve of ‘working from home’. Employees have been compelled to accept this transition due to the pandemic. As a result of this, countless variables are at stake. These include work productivity, emotional health and mental health.

In a recent interview in The Harvard Business Review (2020), Prof. Tsedal Neeley described the new system as being “extracted from the mothership”. Read Full Article Here

Valerie Foster, Technical Administrator at SAFEWARE discusses the identification and measurement of metrics, the employee experience and the Challenges organisations face when moving to remote work.


5 key points from the Return to Work Safely Protocol

The “Return To Work Safety Protocol”, a collaborative effort by the Government, unions and employers is in now place to underpin workers’ safety as staff migrate back to workplaces.

The Protocol sets out very clear terms for employers and explains the State’s guidance on essential measures to contain the virus as the economy begins to reopen and continues to operate.

Here’s a brief intro on what you need to know;

1. Lead worker representatives

Each workplace must nominate at least one (or more depending on the company size) “lead worker representative” to work with the company’s Covid-19 response management team in ensuring safety measures are being followed. This Representative must receive necessary training to carry out the role.

2. Company Covid-19 response plans

The lead worker representative will help roll out your companies Covid-19 response plan. Companies that already have a plan in place will be required to revise and update it where necessary before employees can return to site.

3. Responding to suspected Covid-19 cases

Protocols for dealing with suspected Covid-19 cases among staff must be prepared for all companies.

4. Sick leave and flexibility

Sick-leave policies, will need to be reviewed and amended by the employer as appropriate before returning to the workplace.

5. Prioritising at-risk employees

  • If at all possible, at-risk workers should be told to work from home.
  • A strict “no-handshake policy” must be implemented.
  • Physical distancing of two metres is recommended between all people on site at all times.
  • Companies must provide hygiene facilities, and advice and training on correct hygiene procedures such as hand washing and respiratory hygiene.

Want me information on these points? Our experienced Health & Safety Team are here and happy to help! 

You can call us at 1850 315 415, Email us at [email protected] or chat to us via the button in the bottom corner of the screen.

Similar Topics:

  • The Free, 30 minute “Return to Work” Webinar can be booked Here
  • The 2-3 hour, In-depth COVID-19 Return to Work Webinar can be booked Here

  • Company Return to Work Inductions

We provide FREE general inductions. We also provide company-specific courses and facilitate detailed training records Learn More

  • More “Return to Work” Services

We provide “Return to Work” Staffing, consultancy support, administration support Learn More

Information on Chris Mee Group's response to the Containment Phase of the Coronavirus [COVID-19] Outbreak.Read More
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