Workplace Grievance Solicitor in Ireland

If you are dealing with a workplace problem and are unsure how to raise it, respond to it or protect your position, getting advice early can make a real difference.

Workplace grievances and disputes can involve bullying, unfair treatment, discrimination, pay issues, changes to your role, disciplinary concerns, workload problems, management behaviour or a breakdown in trust with your employer.

At Orpen Franks LLP, we advise employees on workplace grievances, workplace disputes, grievance procedures, employment complaints, WRC claims and employment rights in Ireland.

If you are looking for a workplace grievance solicitor in Ireland, we can listen to what has happened, explain your options and help you decide the best next step.

If you are thinking about raising a grievance or are already involved in a workplace dispute, speak to Orpen Franks LLP for clear, confidential advice.

If you have a workplace grievance, you should keep records, check your employer’s grievance procedure, think carefully about what outcome you want, and consider getting legal advice before submitting a formal complaint.

A grievance should usually explain what happened, when it happened, who was involved, how it affected you and what you would like your employer to do.

At Orpen Franks LLP, we can help you decide whether to raise a grievance, how to word it and how to protect your position if the dispute escalates.

A workplace grievance is a complaint raised by an employee about a problem at work.

It may involve:

• Bullying or harassment
• Discrimination or victimisation
• Unfair treatment by a manager
• Pay or bonus disputes
• Changes to duties, hours or location
• Workload or stress concerns
• Disciplinary or performance management issues
• Breach of contract
• Health and safety concerns
• Failure to provide reasonable accommodation
• Problems with colleagues
• Retaliation after raising concerns
• A breakdown in workplace relationships

A grievance may be raised informally or formally, depending on the situation and your employer’s procedures.

You should consider getting legal advice if:

• You are unsure whether to raise a grievance.
• You need help wording a grievance.
• You are worried about retaliation.
• Your employer has ignored your complaint.
• Your grievance has not been investigated properly.
• You have been invited to a grievance meeting.
• You are being treated badly after complaining.
• You are considering resigning.
• The issue involves bullying, harassment or discrimination.
• The dispute may affect your job, pay, health or reputation.
• You believe your employer is trying to push you out.
• You want to understand whether a WRC claim may be available.

Early advice can help you raise the issue clearly and avoid mistakes that may weaken your position later.

Some workplace problems can be raised informally first. Others may need a formal grievance.

An informal approach may be suitable where:

• The issue is minor or recent
• You feel comfortable raising it directly
• You want to preserve the working relationship
• You believe the employer may resolve it quickly

A formal grievance may be more appropriate where:

• The issue is serious or repeated
• Informal steps have not worked
• The issue involves bullying, harassment or discrimination
• Your health, pay or job is affected
• You need a written record
• You are considering a WRC claim
• You are worried your employer may deny what happened

Before deciding, it can be useful to get advice on the best approach.

After you raise a formal grievance, your employer should usually deal with it fairly and in line with their grievance procedure.

This may include:

• Acknowledging your grievance
• Appointing an appropriate person to deal with it
• Inviting you to a grievance meeting
• Reviewing documents
• Speaking to witnesses
• Investigating the complaint
• Giving you an outcome in writing
• Allowing an appeal where appropriate

The process should be fair, timely and not predetermined.

If your employer delays, ignores evidence or fails to take the complaint seriously, you may need advice on what to do next.

If you are invited to a grievance meeting, you should usually have a proper opportunity to explain your complaint.

Depending on the circumstances and your employer’s policy, you may be able to:

• Bring a colleague or representative
• Present your concerns
• Refer to documents
• Identify witnesses
• Explain the impact on you
• Ask for specific outcomes
• Respond to questions
• Receive notes or minutes
• Receive a written outcome

You should prepare before the meeting and keep your own notes.

If the grievance is serious or linked to a potential claim, getting advice before the meeting can help.

If your employer ignores your grievance, delays unreasonably or fails to investigate properly, you may have further options.

Depending on the facts, you may be able to:

• Follow up in writing
• Ask for confirmation of the next steps
• Escalate the complaint
• Appeal the outcome
• Raise a further grievance
• Consider a WRC claim
• Consider whether the employer’s conduct supports constructive dismissal
• Seek advice on settlement discussions

Employers should take employee grievances seriously. If they fail to do so, it may strengthen your position in a later dispute.

Yes, depending on what the grievance is about.

A workplace grievance may lead to or support a WRC claim involving:

• Unfair dismissal
• Constructive dismissal
• Discrimination
• Harassment
• Sexual harassment
• Victimisation
• Penalisation
• Payment of wages
• Working time issues
• Redundancy
• Breach of employment rights

The grievance process can be important because it creates a record of what happened and gives the employer an opportunity to address the issue.

However, time limits for WRC claims still apply, so you should not wait too long to get advice.

You may feel that resignation is your only option, especially if the dispute has become unbearable or your employer has failed to deal with your grievance properly.

In some cases, this may lead to a potential constructive dismissal claim. However, constructive dismissal claims can be difficult.

Before resigning, it is important to get advice because:

• You may need to raise a grievance first.
• The timing of resignation can matter.
• The wording of your resignation letter can matter.
• Your employer may argue you resigned voluntarily.
• You may need evidence showing why resignation was reasonable.

If you are thinking about resigning because of a workplace dispute, speak to Orpen Franks LLP before making a final decision.

Grievances involving bullying, harassment or discrimination can be particularly sensitive.

You should consider getting advice if your complaint involves:

• Bullying at work
• Harassment linked to a protected ground
• Sexual harassment
• Race discrimination
• Disability discrimination
• Pregnancy or maternity discrimination
• Age discrimination
• Victimisation after complaining
• Failure to provide reasonable accommodation
• A hostile or intimidating work environment

These issues may involve equality law as well as grievance procedures.

At Orpen Franks LLP, we can help you identify the correct legal issue and advise on the best way to raise it.

Some grievances arise because of changes to pay, duties, hours, location or working conditions.

Examples may include:

• Unpaid wages
• Unpaid bonus or commission
• Reduction in pay
• Changes to working hours
• Changes to job duties
• Demotion
• Removal of responsibilities
• Changes to workplace location
• Changes to remote or hybrid working arrangements
• New contract terms being imposed

If your employer changes important terms without agreement, you may have options. It is important to get advice before accepting, refusing or resigning over the change.

At Orpen Franks LLP, we advise employees on workplace grievances, workplace disputes, grievance procedures, WRC claims, constructive dismissal, discrimination, bullying, harassment, pay disputes and employment rights.

We can help with:

• Advising whether to raise a grievance
• Helping prepare or review grievance letters
• Advising before grievance meetings
• Reviewing grievance outcomes
• Preparing grievance appeals
• Advising if your employer ignores your complaint
• Advising if you are treated badly after complaining
• Advising on bullying, harassment or discrimination complaints
• Advising on pay, duties or contract disputes
• Advising if you are considering resignation
• Preparing and submitting WRC claims
• Representing you at the WRC
• Advising if the matter proceeds through the Courts

Our advice is clear, practical and focused on helping you protect your rights, your wellbeing and your legal position.

If you are dealing with a workplace dispute, do not wait until the situation becomes worse.

At Orpen Franks LLP, we can listen to what has happened, explain your rights and help you decide whether to raise a grievance, respond to your employer, negotiate or bring a claim.

Contact Orpen Franks LLP today for clear, confidential advice about workplace grievances, workplace disputes and your rights as an employee.