FAQs

Ferrys Solicitors LLP provides a broad range of legal services, including Litigation, Conveyancing, Wills, Probate, Medical Negligence, Criminal Defence, and Immigration.

The cost of hiring a solicitor depends on the nature and complexity of your case. At Ferrys Solicitors LLP, we are transparent about our fees and provide upfront information on our pricing.

Yes, we provide a range of immigration services, including assistance with visa applications, appeals, and advice on immigration law.

We offer various payment options, including bank transfer, debit or credit card, and cash. We also provide payment plans for some services, subject to certain terms and conditions. Please speak to your solicitor for more information.

Yes, you can schedule a consultation with one of our experienced solicitors for legal advice. Contact us to book an appointment.

The duration of a legal matter depends on the complexity of the case and the type of service being provided. Our team of solicitors works diligently to provide a prompt and efficient service while ensuring that the best possible outcome is achieved.

If you are arrested or charged with a crime, it is essential to seek legal advice immediately. Contact Ferrys Solicitors LLP, and our experienced criminal defence team will guide you through the process and provide legal representation.

Unfair dismissal occurs when an employee is terminated following an unfair or flawed disciplinary process. Dismissal is the most serious disciplinary sanction, and to be considered fair, it must be:

• Procedurally fair – the correct steps must be followed, including proper investigation and a right to appeal.
• Substantively fair – the decision to dismiss must be proportionate to the misconduct.

Employees with at least 12 months of service may bring a claim for unfair dismissal to the Workplace Relations Commission (WRC). However, the facts of each case will determine whether a dismissal is ultimately deemed unfair.

There is no set number of written warnings required. The process must be:

• Proportionate to the alleged misconduct
• Consistent with fair disciplinary procedures

For minor issues, employers may issue verbal and written warnings before proceeding to dismissal. For serious misconduct, fewer steps may be justified.

When terminating employment, an employer must follow a process that is:

• Fair
• Reasonable
• Proportionate

Employers are advised to follow relevant statutory guidelines and seek legal advice to ensure compliance with employment law.

If you win a case for unfair dismissal, you may be entitled to one of the following remedies:

• Reinstatement – returning to your former role
• Re-engagement – returning to a similar role
• Compensation – a monetary award for your financial loss

In practice, most claimants seek compensation, especially where the employment relationship has broken down.

Some dismissals are automatically deemed unfair, regardless of the employee's length of service. These include dismissal related to:

• Pregnancy or maternity leave
• Trade union activity
• Health and safety complaints
• Protected disclosures (whistleblowing)
• Discrimination based on: Age, Race, Religion, Gender, Sexual orientation, Civil status, Family status, Disability, Membership of the Traveller community

In these situations, you do not need 12 months of service to pursue a case—except in cases involving political opinion, where 12 months is still required.

Dismissing an employee for poor performance must follow a structured and fair process. This includes:

• Identifying performance issues clearly
• Offering support through Performance Improvement Plans (PIPs) or Key Performance Indicators (KPIs)
• Allowing sufficient time to improve
• Giving the employee an opportunity to appeal

Employers should consider personal or medical circumstances affecting performance and the risk of potential equality or discrimination claims. In some cases, a severance agreement may be a better option.

If you have at least two years of continuous service and are made redundant, you are entitled to a statutory redundancy payment.

While there is no legal obligation to pay anything beyond the statutory amount, some employers may offer an ex-gratia or 'top-up' payment in exchange for signing a Termination or Waiver Agreement. This typically waives your right to bring future claims.

Important: Always seek legal advice before signing any such agreement.

To bring a successful medical negligence claim in Ireland, you must prove four key elements:

1. Duty of Care

A duty of care arises when a healthcare professional—such as a doctor, nurse, or dentist—is responsible for treating a patient. They are legally required to provide a reasonable standard of care.

2. Breach of Duty (Deviation from the Standard of Care)

You must show that the healthcare provider's actions (or inactions) fell below the accepted standard of care in their field. This is typically established through expert reports on liability, which assess whether the care provided was negligent.

3. Causation (Direct Cause of Injury)

There must be a direct link between the breach of duty and the injury suffered. It must be proven that but for the breach, the harm would not have occurred. This connection is confirmed through expert medical evidence on causation.

4. Damage

Finally, you must have suffered a tangible loss or injury as a result of the negligence. This can include:

• Physical injury
• Psychological harm
• Financial losses (e.g. medical expenses, lost income)

Important: Even if negligence occurred, no claim can succeed without proving actual damage.

Medical negligence claims in Ireland must generally be initiated within two years from:

• The date of the injury, or
• The date you first had knowledge of the injury

Exceptions:

• Minors (under 18): The two-year period starts on their 18th birthday.
• Persons with an intellectual disability: Special rules apply depending on capacity.

We aim to resolve claims as quickly as possible. However, timelines can vary depending on the complexity of the case and factors such as:

• The volume of medical records to be reviewed
• The number of expert reports required to establish breach of duty, causation, and damages
• The extent of injury and any long-term implications
• Whether the case settles early (e.g. mediation or out-of-court agreement) or proceeds to a full court hearing

Cases involving catastrophic injuries or multiple expert opinions can take significantly longer.

Once a case settles, payment is usually received within 4 to 8 weeks, though this can vary depending on the circumstances.

For Minors (Under 18):

The settlement must be approved by the Court, and the funds are held by the Court until the child reaches 18 years of age.

The highest compensation amounts are typically awarded in cases involving catastrophic injury.

A claim may include:

An actuarial report is used to calculate future financial losses based on age, injury severity, and life expectancy.

Please refer to the four essential elements outlined above:

• 1. Duty of Care
• 2. Breach of Duty
• 3. Causation
• 4. Damage

Our team can help assess your case and guide you through the process of obtaining the necessary expert reports and documentation.

Overstaying your permission is a breach of immigration law and can result in:

• Deportation or removal orders
• Difficulty re-entering Ireland or other EU countries
• Challenges in regularising your status or applying for future permissions

An immigration solicitor is a qualified legal expert who helps with:

• Visa applications
• Residency and citizenship
• Deportation and appeals
• Asylum and international protection

They guide and represent clients throughout Ireland's complex immigration system.

Immigration is managed by the Immigration Service Delivery (ISD), formerly known as INIS (Irish Naturalisation and Immigration Service). ISD is responsible for:

• Visa applications
• Residence permits and registration
• Citizenship applications
• International protection (asylum)