Employment Law

Employment Law Legal Services for:

  • Employers
  • Employees

Speak to our Employment Law Experts

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.

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.

Q&A for Employment Law

Are there any remedies open to an employee who has been dismissed during the first year of service?2024-04-25T15:33:06+00:00

An employee who has been dismissed during the first year of service may seek the intervention of the Courts to obtain an Injunction preventing that dismissal, if the dismissal was on the grounds of misconduct and proper procedures were not followed.

If an employee is dismissed within the first year of service, they can also refer a trade dispute to the Workplace Relations Commission under the Industrial Relations Acts, for investigation.

Can an employee be dismissed due to illness related absence from work?2024-04-25T15:06:25+00:00

Dismissals due to illness related incapacity can give rise to claims of Discriminatory Dismissal. Where an employer is on notice of an employee’s “disability” the employer is obliged under the Equality Acts to make reasonable accommodations. What is reasonable will depend on a number of factors including the size of the organisation and whether to make such accommodations would place a disproportionate burden on the organisation. “Disability” has been broadly defined by the Courts.

Can an employee be dismissed for poor performance?2024-04-25T15:06:01+00:00

During the probation period, an employee can be dismissed for poor performance, by serving proper written notice. Probation periods can only be extended in certain circumstances. Outside of the probation period, the correct course is for the employer to implement a performance improvement programme.

Can an employee be dismissed by serving Notice of Termination within the first year of employment?2024-04-25T14:52:32+00:00

An employee gains the benefit of the protection of the Unfair Dismissal Acts 1977-2015 after they have accrued 52 weeks of service. After that time, any dismissal is presumed to be unfair and the onus is on the employer to prove that a dismissal was in fact fair both procedurally and substantively.

Speak to our legal experts in
Employment Law

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