Employment Law Solicitors Dublin
Are you looking for expert employment law solicitors? We offer comprehensive advice on all aspects of Employment Law and assist clients in implementing best HR practices to avoid and manage workplace risks.
At Orpen Franks Solicitors LLP, our specialist employment law solicitors in Dublin advise both employers and employees on every aspect of
the employment relationship – from recruitment and contracts to workplace disputes, dismissal and redundancy.
Based in Dublin 4, we provide clear, practical employment law advice to clients across Ireland, helping you resolve workplace issues quickly,
cost-effectively and with minimum disruption.
Employer Services
- Employment Contracts
- HR Policies & Handbooks
- Disciplinary Procedures
- Redundancy & Restructuring
- Workplace Bullying
- WRC & Labour Court Rep
Employee Services
- Unfair Dismissal
- Constructive Dismissal
- Bullying at Work
- Discrimination Claims
- Redundancy & Severance
- Settlement Agreements
Q&A for Employment Law
As trusted employment law solicitors in Dublin, we bring extensive expertise and a personalised approach to every case. We understand the nuances of Irish employment law and are committed to helping you achieve the best possible outcome.
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.
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.
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 Act to make reasonable accommodations. What is reasonable will depend on several factors, including the size of the organisation and whether making such accommodations would place a disproportionate burden on the organisation. “Disability” has been broadly defined by the Courts.
Employees facing discrimination should document the issue and consult a solicitor immediately. Employers must adhere to the Equality Acts and ensure reasonable accommodations for employees with disabilities.
Employers should implement clear HR policies, provide comprehensive employee handbooks, and follow proper procedures in disciplinary and redundancy cases. Early legal consultation can prevent issues from escalating.
Unfair dismissals can be contested before the Workplace Relations Commission or Labour Court. If you’re within your probation period, specific terms may apply.
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.
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.
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.
