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The Government recently published two significant new Bills which will reform the industrial relations landscape in Ireland.

Mr. Reilly was a sales manager with BOI with 8 years’ service and an exemplary work record.

The High Court decision in Lyons V Longford Westmeath Education and Training Board [2017/IEHC 272] arguably caused the most controversy in the world of employment law in 2017, not least because the High Court ...

Waiting times for an Employment Appeals Tribunal (EAT) hearing are currently around 76 weeks in Dublin.

This is the first part of a three part series on withdrawing an offer of employment.

The CJEU issued judgment on 25 April 2013 in respect of the questions put to it by the Irish High Court in July 2011 in relation to the claims of ten former employees of Waterford Crystal that the State had failed to properly implement Directive 2008/94 (the "Insolvency Directive") to protect their pension benefits on the insolvency of Waterford Crystal.

More than 4 years after the introduction of the Public Works Contracts ("the Contracts"), parties are now familiar with their provisions.

The Employment Appeals Tribunal ("EAT") recently ordered a cyber security firm (the "Company") to pay a senior director (the "Employee") €105,000 as a result of his unfair dismissal.

The Supreme Court recently issued a key decision on what constitutes a fixed-term employee in Ireland under the Protection of Employees (Fixed-Term Work) Act, 2003 (the 2003 Act).

In Trinity Leisure Holdings Limited Trading as Trinity City Hotel v Sofia Kolesnik and Natalia Alfimova, the High Court found an express statement in a contract of employment

The recent High Court judgment in Michael Lyons v Longford Westmeath Education and Training Board deals with the vexed question of the right of employees to have external representation in internal grievance or disciplinary procedures.

The High Court has provided recent guidance to employers on the pitfalls of failing to recognise bias (or the perception of bias) in a workplace investigation and disciplinary process.

The WRC recently determined that a former CEO, chairperson and founder of a company who had been unfairly dismissed was entitled to compensation of €440,000

Irish employers are increasingly exploring the 'PIP or Go' model as an alternative to traditional performance management processes, offering underperforming employees a choice between entering a formal performance improvement plan or accepting an exit package. While this approach can expedite internal processes and reduce administrative burden, it carries significant legal risks including constructive dismissal claims, discrimination allegations, and potential challenges to subsequent dismissal procedures.

When businesses think about defamation, the instinct is often to think of newspaper headlines or social media controversies. In practice, some of the most damaging and costly claims can arise much closer to home – inside the workplace itself.

In The In-House Lawyer's Summer Magazine 2019, Partner and Head of Employment, Karen Killalea writes about the practical issues employers should consider when managing workplace investigations.

A recent Workplace Relations Commission decision highlights the risks of relying on AI-generated legal submissions in employment disputes, as an adjudicator dismissed a former Ryanair cabin crew member's claim after finding he failed to engage substantively with evidence. The case demonstrates how well-documented employer defenses can expose the limitations of AI-drafted claims that lack genuine engagement with contractual and evidential details.

As we reported last December, the Court of Appeal affirmed the High Court’s judgment in the Omega Pharma case.