Last year, Tirlán announced a significant restructuring initiative, “Project Mayfair,” which will result in the loss of approximately 150 jobs. Over the past nine months, DEA representatives have been actively engaging with senior Tirlán management to address members’ concerns, provide clear answers, and communicate updates to those impacted.

The DEA recognises the emotional toll this restructuring has taken on our members during what has been an exceptionally challenging time for the co-op. We remain steadfast in our commitment to supporting our members through this transition.

Looking Ahead to 2025


As we move into 2025, the DEA will continue to focus on the implications of Project Mayfair, particularly the potential workload increases stemming from these changes. In a formal letter to Tirlán, we outlined our members’ concerns regarding:

• Workload and service levels in the wake of staff reductions.
• Proposed measures to mitigate challenges and alleviate pressure on remaining staff.

The DEA is committed to advocating for our members’ well-being and ensuring these concerns are addressed. We are scheduled to meet with Tirlán management in the coming weeks to discuss these issues further.

You can find section of the DEA letter below:

Key Concerns Raised by Members

Business Direction and Project Mayfair:
o Members perceive a shift away from the core principles that have historically
underpinned Tirlan’s success.

Increased Workload:
o Members fear that reducing over 150 roles without a corresponding reduction in
workload will place an unsustainable burden on remaining staff.

Staff Retention:
o Members worry that additional departures may follow, further straining resources and
impacting their ability to perform their duties effectively.

Measures Sought by the DEA
To address these concerns, the DEA is seeking the following:

Workload Analysis:
o A breakdown of the tasks and responsibilities that will be eliminated or reduced as a
result of the staff reductions.

Work-Life Balance Commitment:
o Assurance of a fair and equitable work-life balance for all employees.

Quarterly Reviews:
o Regular quarterly review meetings with the DEA of the Agri Division to assess the
impact of these changes on staff and address significant workload or health and safety
challenges.

Bonus Consultation:
A formal commitment to consult with the DEA on any changes to the 2025 bonus structure before implementation.

We encourage members to share any additional feedback or concerns with us to inform our discussions. You can get in touch with us here or contact your local Tirlan DEA Rep, a list of which can be found here.
Together, we can ensure that your voice is heard and your interests are represented.