Protecting your equality rights in employment since 1989. Facing discrimination at work attacks your dignity and your livelihood. You may feel powerless, but you have legal protections under Irish law.
Over 35 years defending equality rights since 1989.
Time is critical. You have 6 months from the last act of discrimination to file a claim. Don't delay.
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Advice for employees and employers on workplace disputes, rights, and WRC matters.
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View service →In Ireland, equality in the workplace is governed by the Employment Equality Acts 1998-2015. An employer cannot treat you less favourably than another person based on specific protected characteristics.
Irish equality legislation protects you at every stage of employment. Understanding these protections is essential to recognising when your rights have been violated.
It is automatically unfair to select someone for redundancy or dismiss them based on any of the 9 protected grounds. Such dismissals can lead to significant compensation.
Job ads cannot exclude protected groups. Interview questions must be relevant to the job, not your personal life.
Benefits, bonuses, and pension schemes must be non-discriminatory. Employers cannot treat men and women differently in terms of pay
You cannot be denied training or promotion opportunities based on a protected characteristic. Selection criteria for advancement must be objective and transparent.
You have the right to a safe workplace free from harassment and sexual harassment.
Employers must also provide reasonable accommodations for employees with disabilities to perform their roles.
Discrimination often happens in subtle ways. If you feel you've been treated unfairly because of who you are, you may have a valid claim. Get expert legal advice today—the 6-month deadline is strict.
Discrimination often happens in subtle ways. Here are common examples we see in our practice—if any of these situations sound familiar, you may have a claim.
If you believe you have been discriminated against, you must act quickly. Understanding the process is essential to protecting your rights.
Get legal advice.
For employment discrimination, you must file your claim within 6 months of the last act of discrimination. Extensions beyond 6 months are extremely rare. Missing this deadline means losing your right to claim. You should get legal advice before submitting a claim.
First, raise the issue informally or through your company's formal grievance procedure. Keep detailed records of all incidents—dates, times, witnesses, and exactly what was said or done.
Contact us immediately to discuss your situation and legal options.
We write to your employer about your case.
If the issue is not resolved internally, we submit the complaint form online to the Workplace Relations Commission on your behalf within the 6-month deadline.
Your employer will be notified and required to submit a defence to your complaint. We will review their response and provide ongoing advice.
We draft and submit a submission on your behalf.
An Adjudication Officer will hear evidence from both sides. We represent you throughout, presenting your case and cross-examining the employer's witnesses.
You must establish a prima facie case—facts that suggest discrimination occurred. Once established, the burden shifts to the employer to prove that discrimination did not occur.
The Adjudication Officer issues a written decision. If successful, you may be awarded compensation, an equal treatment order, or (rarely) reinstatement.
Appeal to the Labour Court.
If your claim is successful, the WRC can order significant remedies. Unlike unfair dismissal, compensation for discrimination CAN include awards for the effects of discrimination—not just financial loss.
Proving discrimination can be challenging because it is rarely written down explicitly. We help you build a compelling case using multiple types of evidence.
Showing how another employee (without your protected characteristic) was not mistreated in a similar situation. .
Emails, performance reviews, and meeting notes that reveal bias or inconsistency. Save everything—even seemingly innocent messages.
Showing that adverse treatment started immediately after you disclosed a disability, announced pregnancy, or made a complaint. Suspicious timing can be powerful evidence.
Sexual harassment is defined as any form of unwanted verbal, non-verbal, or physical conduct of a sexual nature. It violates your dignity and creates a hostile environment.
Employers are legally liable for harassment committed by their employees unless they can prove they took "reasonably practicable steps" to prevent it.
This means having a clear anti-harassment policy, providing training, and taking complaints seriously. Failure to do so makes the employer responsible.
Discrimination destroys confidence and careers. You have strong legal protections and the right to compensation. Our expert team has been fighting for equality rights for over 35 years.
The Equal Status Acts 2000-2018 protect you from discrimination when accessing goods and services—not just in employment.
Discrimination cases are complex and require sensitive, expert handling. Here's why clients trust us to protect their equality rights.
We are dedicated to workers' rights and never represent employers in these disputes. Your case gets our full commitment without any conflict of interest.
We have successfully represented clients in the WRC, Labour Court, and Equality Tribunal since 1989. Our experience means we know how to win complex discrimination cases.
From initial advice and grievance drafting to full representation at the WRC hearing. We handle every aspect of your case so you can focus on moving forward.
We handle difficult cases involving multiple grounds of discrimination, systemic bias, and severe harassment. No case is too complex for our experienced team.
Clear, direct answers to the questions we hear most often from clients facing workplace discrimination.
You strictly have 6 months from the date of the last discriminatory act to file a claim with the WRC. This is a strict deadline—extensions to 12 months are extremely rare.
The maximum award is 2 years' gross remuneration. Awards typically range from 6 to 18 months' pay depending on the severity and impact of the discrimination. Unlike unfair dismissal, awards can include compensation for distress.
You need to establish a prima facie case—facts that suggest discrimination occurred. You do not need a "smoking gun" email; circumstantial evidence (like how others were treated) is often enough to shift the burden of proof to the employer.
No. This is called victimisation and is illegal. If you are penalised or dismissed for making a complaint, you can bring a separate claim for victimisation.
Direct is treating you worse because of who you are (e.g., firing someone for being pregnant). Indirect is a neutral rule that harms a protected group (e.g., a "no hats" rule that affects employees wearing religious headwear).
Yes. Job applicants are protected. If you were rejected based on a protected ground (like age or race), you can bring a claim for discrimination in recruitment.
Employers must take appropriate measures (like adjusting hours or providing equipment) to enable a person with a disability to work, unless it imposes a "disproportionate burden" on the employer.
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. Discrimination destroys confidence and careers. Do not suffer in silence. Bring your employment contract, a timeline of discriminatory incidents, details of any grievance raised, and names of potential witnesses. We will review everything and fight for the justice and compensation you deserve.
