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Victimisation in the Workplace Solicitor

Victimisation Claims under Irish Employment Law

We are here for you when you need expert legal advice on victimisation in the workplace. Crushell & Co employment solicitors have extensive experience in advising both employers and employees on all aspects of victimisation in the workplace. We have a track record of achieving successful outcomes for our clients, through both formal and informal mechanisms.



Speak to one of our Dublin based specialist employment solicitors to determine how we can best assist you with your victimisation in the workplace issue.

Victimisation Law in Ireland

Victimisation protects employees from fear of retaliatory conduct on the part of their employer for them relying on discrimination law or raising complaints of discrimination with their employer. It is an important form of protection as it has been shown that it is relatively common for employees who raise discrimination issues in the workplace to be subjected to a hostile working environment or deterioration in working conditions, either from management or from colleagues.  

 Key Elements of Victimisation

The key elements of victimisation provided for in section 74(2) of the Employment Equality Acts are that: an employee had taken a protected action (e.g. complaint of discrimination/initiated proceedings/supported another employee) against the employer; the employee was subjected to adverse treatment by the employer; and; the adverse treatment was in reaction to the protected action having been taken by the employee.  

Victimisation and Discrimination

The alleged victimisation to which the employee was subjected must have a nexus with an action to assert equality rights in order to be admissible as such a claim. In other words, the complaint raised by the employee or protected act taken by the employee must relate to discrimination. The employee must demonstrate that there is a causal connection between their taking of proceedings, or protected act and the adverse treatment by the employer.

Establishing Indirect Discrimination

In order to meet his or her burden of proof, an employee must demonstrate that a conclusion of victimisation can reasonably be inferred or drawn from the facts. It does not require an employee to establish that the claim of victimisation is the only or the most likely explanation which can be drawn from established facts. There is no requirement for any complaint of discrimination to be upheld in order for a claim of victimisation to succeed

Crushell & Co is a boutique law firm offering bespoke employment law advice. We advise employers and employees on all aspects of Irish employment law. We have extensive experience in advising clients on every aspects of the employment relationship, from recruitment to retirement, remuneration to redundancy and workplace disputes to dismissal. We have a track record of achieving successful outcomes for our clients, through both formal and informal mechanisms. 


Speak to one of our Dublin based specialist employment solicitors to determine how we can best assist you with your employment law matter.


For further information, please complete the form below or contact our offices to schedule a consultation.

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Specialist
Victimisation
Solicitors

Crushell & Co bring deep knowledge and expertise in servicing both employer and employee client requirements in addressing victimization in the workplace. 

Cost Effective
Victimisation
Solicitors

Crushell & Co offer exceptionally competitive rates, ensuring our expert legal advice on victimization in the workplace, is accessible to all.

Client Focused
Victimisation
Solicitors

Crushell & Co are relentlessly client focused, ensuring the best possible outcome to your victimization in the workplace legal or regulatory matter. 

Experienced
Victimisation
Solicitors

By advising both employers and employees, Crushell & Co brings a wholistic perspective to victimization in the workplace disputes.