Unfair Dismissal in Ireland: Protecting Your Rights with Orpen Franks
Unfair dismissal in Ireland occurs when an employee’s employment is terminated without sufficient reason or without the application of fair procedures. Under the Unfair Dismissals Acts 1977–2015, a dismissal is legally presumed to be unfair unless your employer can prove substantial grounds for the termination. If you believe you have been wrongly let go, seeking advice from an experienced unfair dismissal solicitor in Dublin is the first step toward protecting your career and reputation.
To qualify for a claim, you generally need 12 months of continuous service with this employer, although exceptions to the service requirement exist for dismissals related to pregnancy, trade union membership, or whistleblowing. Crucially, you must lodge your claim with the Workplace Relations Commission (WRC) within six months of the dismissal date. Because this window is short, getting early employment law advice is vital.
A dismissal can be deemed unfair even if the employer has a “fair” reason (such as redundancy or misconduct) but fails to follow fair procedures. This includes your right to be informed of the allegations, the right to a fair hearing, and the right to an appeal. If these steps are not properly performed, you may be entitled to compensation, which is typically based on your financial loss of earnings.
Why Choose Orpen Franks Solicitors LLP?
At Orpen Franks, our specialist employment law team provides expert representation for employees facing unfair dismissal in Ireland. We guide you through the entire process, from the initial internal appeal and settlement negotiations to full representation before the WRC and Labour Court.
What sets us apart is our balanced perspective. As we advise both employers and employees, we understand the “playbook” used by companies. We use this insight to anticipate employer arguments, identify procedural flaws, and build a robust case for your claim. Whether we are negotiating a high-value settlement agreement or fighting for your rights in a hearing, our focus is on achieving the best possible financial and professional outcome for you.
We offer a proven track record of successful results in complex workplace disputes. We provide clear, plain-English advice so you understand exactly where you stand.
If you are facing dismissal or have already been let go, don’t leave your future to chance. Contact Orpen Franks Solicitors LLP today to speak with a leading employment law solicitor in Dublin and ensure your rights are fully defended.
Unfair Dismissal in Ireland FAQ's
To bring a claim under the Unfair Dismissals Acts, you generally need at least 12 months of continuous service with your employer. However, this one-year requirement does not apply if you were dismissed for “protected” reasons, such as pregnancy, trade union membership, or making a protected disclosure (whistleblowing). If you are unsure if you qualify, our employment law solicitors can review your specific circumstances and advise on your eligibility.
To bring a claim under the Unfair Dismissals Acts, you generally need at least 12 months of continuous service with your employer. However, this one-year requirement does not apply if you were dismissed for “protected” reasons, such as pregnancy, trade union membership, or making a protected disclosure (whistleblowing). If you are unsure if you qualify, our employment law solicitors can review your specific circumstances and advise on your eligibility.
To bring a claim under the Unfair Dismissals Acts, you generally need at least 12 months of continuous service with your employer. However, this one-year requirement does not apply if you were dismissed for “protected” reasons, such as pregnancy, trade union membership, or making a protected disclosure (whistleblowing). If you are unsure if you qualify, our employment law solicitors can review your specific circumstances and advise on your eligibility.
Compensation is primarily based on your financial loss. The WRC can award up to a maximum of two years’ gross remuneration (salary and benefits), though the average award is often lower and depends on how long it takes you to find a new job. The court expects you to “mitigate your loss” by actively seeking new employment. Alternatively, in some cases, the WRC may order reinstatement (getting your old job back) or re-engagement (getting a similar job in the company).
