Expert legal representation for employees facing unfair dismissal. Beyond the financial shock, there is often a deep sense of injustice. We are here to ensure that if your employer has acted unfairly, they are held accountable.
Over 35 years fighting for workers' rights since 1989.
Time is critical. You have 6 months from the date of dismissal to bring a claim. Do not delay.
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Advice for employees and employers on workplace disputes, rights, and WRC matters.
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View service →Under the Unfair Dismissals Acts 1977-2015, every dismissal is presumed to be unfair unless your employer can prove otherwise.In most cases the burden of proof lies with them, not you.
You do not need 12 months of service if your dismissal was "automatically unfair." These dismissals are treated more seriously by the law and carry enhanced protections.
Dismissal due to pregnancy, giving birth, breastfeeding, or availing of rights under maternity, adoptive, parental, or carer's leave is automatically unfair regardless of service length.
Dismissal due to trade union membership or activity is automatically unfair. Your right to organise and participate in union activities is protected by law.
If you were dismissed for making a protected disclosure (reporting wrongdoing), this is automatically unfair with no service requirement. Compensation can reach up to 5 years' pay and is based on your financial loss
Every dismissal is presumed unfair until the employer proves otherwise. Even if you have less than 12 months' service, you may still have a claim. Get expert legal advice today.
Even if your employer has a valid reason to let you go, they must follow fair procedures. Here are the most common grounds for successful unfair dismissal claims.
This is the most common reason for successful claims. Your dismissal may be unfair if:
An employer cannot simply fire you for "poor performance" without a process. They must:
Dismissing an employee due to illness is complex. Employers must:
If you were dismissed for reporting wrongdoing at work:
This occurs when you are forced to resign because your employer's conduct was so unreasonable. Examples include:
Dismissal based on any of the nine protected grounds is unlawful:
Understanding the process is essential. Missing deadlines or failing to follow proper procedures can cost you your case.
You must file your complaint with the WRC within 6 months of the date of dismissal. It can only be extended to 12 months for "reasonable cause" (e.g., severe incapacitating illness). Ignorance of the law is not a valid excuse. If you miss this deadline, you lose your right to claim forever.
If your company has an internal appeal process, you should use it before proceeding to the WRC. This shows you acted reasonably and exhausted all available options.
We submit the complaint form online to the Workplace Relations Commission on your behalf. This must be done within 6 months of your dismissal date.
We gather witness statements, prepare legal submissions, and compile evidence of your financial loss. This preparation is crucial to building a strong case.
Comprehensive legal submissions are drafted and filed to ensure your case is presented effectively from the outset.
An Adjudication Officer hears the case. The employer must prove the dismissal was fair. You (and witnesses) may be cross-examined. We represent you throughout.
The Adjudication Officer's decision is usually issued in writing several months after the hearing. It will set out the findings and any remedy awarded.
Either party can appeal the decision to the Labour Court within 42 days. We can advise you on whether an appeal is likely to be successful.
The WRC can order one of three remedies if your claim is successful. Understanding what you could receive helps you make informed decisions.
Financial Loss Only: In Ireland, you are compensated for financial loss, not for injury to feelings or stress. If you get a new job immediately at the same salary, compensation may be minimal.
Tax Treatment: Compensation is taxable.
Whistleblowing Cases: If your dismissal was for making a protected disclosure, compensation can be up to 5 years' pay.
This is a crucial concept. Even if you were unfairly dismissed, you have a legal duty to mitigate your loss. If you do not prove you looked for work or even secured new employment, your compensation can be reduced significantly.
You must actively look for a new job immediately after dismissal. Register with recruitment agencies and Intreo. You cannot sit back and wait for the WRC hearing. You should be in new employment long before the WRC hearing.
Apply for jobs regularly and keep copies of every application. Maintain a detailed diary or spreadsheet of your job search efforts to present at the hearing.
Do not unreasonably refuse job offers. Finding new work helps your case—you can still claim for the period you were unemployed and any salary difference.
Don't risk missing the 6-month deadline or failing to collect the evidence needed to win your case. Expert legal representation can make the difference between winning substantial compensation and walking away with nothing.
When your livelihood is on the line, experience matters. Here's why Dublin workers trust us to fight for their rights.
We are dedicated to protecting workers. We understand the tactics employers use and how to counter them. Your fight is our fight.
Since 1989, we have successfully represented thousands of employees in the WRC and Labour Court. Our experience means we know exactly how to build winning cases.
We won't sell you a dream. We provide a realistic assessment of your chances and the likely value of your claim, so you can make informed decisions.
We handle high-stakes cases involving whistleblowing, discrimination, and senior executive dismissals. No case is too complex for our experienced team.
Clear, direct answers to the questions we hear most often from clients facing unfair dismissal.
You strictly have 6 months from the date of your dismissal to file a claim with the WRC. Do not wait—this deadline is rarely extended.
The maximum compensation is 2 years' gross remuneration. However, awards are based on actual financial loss, and the average is typically between 6 months and 1 year of pay.
Generally, employees with at least 12 months of continuous service. Exceptions apply for dismissal due to pregnancy, union activity, or whistleblowing—no service requirement applies in these cases.
No, there is no filing fee to submit a claim to the WRC. However, you are responsible for your own legal fees.
Yes, under "Constructive Dismissal"—provided you can prove your employer's conduct forced you to leave. This is difficult to prove, and you should seek legal advice immediately.
This is good! It shows you "mitigated your loss." You can still claim for the financial loss during the period you were unemployed and for any difference in salary if the new job pays less.
No. In the WRC, each party pays their own legal costs, regardless of who wins.
Unless you have a "reasonable cause" (like a serious medical incapacity preventing you from filing), your claim will likely be statute-barred, meaning you cannot proceed. This is why immediate action is essential.
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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. Expert legal representation can make the difference between winning substantial compensation and walking away with nothing. Bring your employment contract, dismissal letter, records of disciplinary meetings, and a timeline of events. We will review everything and fight for the outcome you deserve.
