Orpen Franks Solicitors
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Employment Law

We advise on all aspects of Employment Law. We assist clients on best HR practice with a view to avoiding and managing risk in the work place.

Our advice is designed to ensure compliance with legislation and assist in the relationship between employer and employee.

We use our experience to provide practical high quality legal solutions and pragmatic advice to our clients.

We have extensive experience in representation before the Employment Appeals Tribunal, Labour Relation Commission and before the Courts.

Your Key Contacts:

If you require further information in relation to a employment law case please contact us:

Tel.:01 637 6200

Email:law@orpenfranks.ie

Contact Us

Areas of Expertise:

Contracts of Employment Drafting, negotiating and reviewing employment and consultancy agreements and related contracts, secondment agreements and key executive employment agreements. Advising on restrictive covenants and their enforcement including post-termination restrictions, non-compete and non-solicitation clauses.

HR Policies and Procedures

Drafting, reviewing and revising staff handbooks including advice regarding disciplinary and grievance procedures, bullying and harassment.

Termination of Employment

Negotiating, drafting and reviewing termination and compromise agreements and severance agreements. Advising on disciplinary proceedings, dismissal, redundancies and termination of employment.

Transfer of Undertakings Regulations (TUPE)

Advising on employee rights and preparing documentation in respect of the transfer of employees in respect of a merger, acquisition or business transfer including advising on the information and consultation procedures with employees.

Rationalisation, Reorganisation and Redundancy

Providing advice to employers who wish
to rationalise their workforce through
redundancy, including collective redundancy, and advising with regard
to redundancy packages.

General Employment Law Advice

Advising on Irish employment legislation including acts relating to the organisation of working time, equal pay, health and safety, payment of wages, minimum notice and data protection.

*In contentious business, a solicitor may
not calculate fees or other charges as a
percentage or proportion of any award
or settlement.