Expert legal advice protecting your rights during employment termination. Facing redundancy or being offered a termination payment is one of the most stressful times in any employee's career. Don't face this process alone.
Over 35 years fighting for workers' rights across Dublin since 1989.
Time is critical. If you have received a redundancy notice or settlement agreement, you often have a short window to act.
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View service →Redundancy occurs when your employer terminates your employment because they are ceasing business, closing your specific workplace, or because the requirement for your specific role has diminished or ceased. It is vital to distinguish between a genuine redundancy situation and a "Sham Redundancy."
If you have 2 years (104 weeks) of continuous service with your employer, you are entitled to a Statutory Redundancy Payment. Understanding your rights is essential to securing your entitlements.
Calculation: 2 weeks' pay per year of service + 1 bonus week.
Weekly Cap: The weekly pay used for this calculation is capped at €600 per week.
Tax Status: Statutory redundancy payments are always completely tax-free.
Many employers offer "Ex-Gratia" payments above the statutory minimum (e.g., 4 weeks' pay per year of service).
There are tax free allowances available for termination payments - see Revenue.ie.
Under the Minimum Notice and Terms of Employment Acts:
Check your contract—it may provide for longer.
Many employees accept less than they're legally entitled to. Our expert solicitors will review your situation and ensure you receive the full compensation you deserve—including enhanced packages where possible.
If your employer fails to follow these steps, your redundancy may be deemed an unfair dismissal—you may be entitled to compensation.
The employer must prove a genuine business reason why the role is no longer required. It cannot be a "sham redundancy" used to replace you or remove you for other reasons.
The criteria used to select you must be objective and consistent. Common methods include "Last In, First Out" (LIFO) or a skills matrix assessment.
You have a right to be informed and consulted. This is not just a notification—it is an opportunity for you to propose alternatives to redundancy.
Your employer must consider if you can be moved to a different role within the company before making you redundant.
A fair process usually includes the right to appeal the redundancy decision internally before it is finalised.
You were replaced by a new hire shortly after leaving. Your role still exists but under a different job title. You were selected shortly after announcing pregnancy or raising a grievance. There was no consultation meeting. If any of these apply, your redundancy may be unlawful.
A Settlement Agreement (sometimes called a severance or compromise agreement) is a legally binding contract between you and your employer that effectively "settles" any potential claims you might have against the company.
Usually a tax-efficient lump sum that exceeds statutory entitlements. The amount is often negotiable and can be significantly higher than redundancy alone.
You agree not to bring claims (like unfair dismissal) to the Workplace Relations Commission (WRC). This is why independent legal advice is essential.
You typically agree not to disclose the terms of the deal or the reasons for departure. An agreed reference for future employers is often included.
Should you accept the agreement? This is the most critical question we help clients answer. Understanding the key differences helps you make an informed decision.
| Aspect | Redundancy | Settlement Agreement |
|---|---|---|
| Process | Statutory legal process | Voluntary negotiation |
| Payment | Statutory formula (capped at €600/week) | Negotiated sum (usually higher) |
| Legal Rights | You retain right to sue | You waive right to sue |
| Timeline | Can be lengthy | Usually faster resolution |
| Reference | Not guaranteed | Often legally secured |
Don't sign anything until you've spoken to us. We regularly negotiate settlement packages higher than the initial offer. Remember: the employer typically pays for your legal advice.
If you believe your redundancy was a sham or procedurally unfair, you can bring a claim for Unfair Dismissal to the Workplace Relations Commission (WRC).
You strictly have 6 months from the date of dismissal to file a claim with the WRC. This deadline is critical and rarely extended.
If successful, you may be awarded compensation of up to 2 years' gross pay. Reinstatement or re-engagement may also be ordered in some cases.
To maximise your chances of success: save all emails, keep minutes of meetings, record the timeline of events, and preserve any evidence of unfair treatment.
Choosing the right solicitor can make a difference of thousands of euros in your final package. Here's why Dublin workers trust us.
We are dedicated to workers' rights. We do not act for employers in these disputes, ensuring zero conflict of interest. Your interests always come first.
Since 1989, we have represented Dublin workers in the WRC, Labour Court, and High Court. Our experience means we know exactly how to build the strongest possible case.
We regularly negotiate settlement packages significantly higher than the initial offer. Our track record speaks for itself—we fight for every euro you deserve.
Clear, direct answers to the most common concerns from our clients.
If you have 2+ years of service, you get 2 weeks' pay per year of service plus one bonus week (capped at €600/week). Any amount above this is at the employer's discretion or based on your contract.
No. It is completely voluntary. If the offer is too low or the terms unfair, you can refuse and proceed with the redundancy process or a WRC claim instead.
You should be given "reasonable time." While there is no fixed law, 5–10 days is standard practice. Being pressured to sign immediately is a red flag.
It is extremely difficult for an employer to legally make you redundant while on maternity leave. This is automatically considered unfair dismissal in many cases unless exceptional circumstances exist.
Statutory redundancy is completely tax-free. Enhanced payments have tax-free thresholds (Basic and Increased Exemptions). Anything above these thresholds is taxable at your marginal rate.
It means the discussions regarding the settlement cannot be used as evidence in court if negotiations break down. It allows for open, off-the-record negotiation between parties.
Real stories from real clients - see our verified reviews below.
Trustindex verifies that the original source of the review is Google. Trustindex verifies that the original source of the review is Google. Trustindex verifies that the original source of the review is Google. Trustindex verifies that the original source of the review is Google. Trustindex verifies that the original source of the review is Google. Trustindex verifies that the original source of the review is Google. Trustindex verifies that the original source of the review is Google. Trustindex verifies that the original source of the review is Google. Trustindex verifies that the original source of the review is Google. If you have received a redundancy notice or a settlement agreement, do not sign anything until you have spoken to us. Bring your employment contract, the redundancy letter or settlement agreement, recent payslips, and any correspondence regarding the consultation process. We will review everything and fight for the outcome you deserve.
Social Welfare Entitlements
If you are made redundant, you may be entitled to Jobseeker's Benefit to support you while seeking new employment.
Jobseeker's Benefit Key Information
Rate: €232 per week (2024 maximum personal rate).
Duration: Up to 9 months.
Important: Receiving a statutory redundancy lump sum does not disqualify you from claiming Jobseeker's Benefit immediately. However, substantial enhanced payments may affect the timing of when you can claim.