Redundancy Cases

1. Introduction The Protection of Employment Acts 1977 to 2014 establish a particular framework for collective redundancies, supplementing the individual protections under the Redundancy Payments Acts and the Unfair Dismissals Acts. The framework imposes obligations on employers in respect of consultation, notification, and the timing of dismissals where the proposed redundancies meet the collective threshold.

1. Introduction The information and consultation obligation under Section 9 of the Protection of Employment Act 1977 is the substantive heart of the collective redundancy framework. The provision requires the employer to consult with employees’ representatives in good faith over a defined period in respect of specified matters. This article addresses the scope of the

Introduction The case of Donal Finnegan v Liffeyfield Limited t/a Bonnington Hotel (ADJ00055992) examines the circumstances under which a dismissal, on foot of redundancy, will be deemed to have been carried out in accordance with the procedural requirements of a fair redundancy process. Mr Finnegan (the “Complainant”) brought a complaint under Section 8 of the

Background The case of Denis McCallig v Bord Iascaigh Mhara (BIM) (ADJ00052727) examines the circumstances under which an employee will be considered to have been made redundant, retired, or alternatively resigned. Mr. McCallig (the Complainant) brought a complaint under Section 39 of the Redundancy Payment Act, 1967, against Bord Iascaigh Mhara (BIM) (the Respondent) to

Background The case of Amanda Craddock v Head–Hunt International Limited (ADJ00036831) examines the circumstances under which a redundancy payment would ordinarily be payable to an agency worker. Ms Craddock (the Complainant) brought a complaint under Section 39 of the Redundancy Payments Act, 1967 against Head-Hunt International Limited (the Respondent) to the Workplace Relations Commission (WRC),

  Introduction Very recently, a number of cases have arisen before the Workplace Relations Commission (WRC) wherein accusations were made against employers that a redundancy was little more than a ‘sham’, designed to remove an employee from the workforce, under the pretence of change in operational or commercial requirements. In Philip Hanley v PBR Restaurants

Redundancy Law Resources: Guide to Redundancy under Irish Employment Law Bringing a Redundancy Claim Redundancy Payments Cases and Claims Introduction to Irish Redundancy Law For most employers citing redundancy, they will need to demonstrate that there have been significant changes in the direction of the business, closure of all or particular parts of the business,

Suspension of Redundancy Rights  The Irish Government, on 24 November 2020, announced yet another extension of certain provisions which preclude an employee from claiming redundancy from their employer, if they have been temporarily laid off, or placed on short-time work, for an extended period. It was expected that the suspension of these rights would expire