Welcome to our FAQs page! Here, you'll find clear and concise answers to the most common questions about our services, employment rights, and how we can support you. If you need further assistance, don't hesitate to get in touch—we're here to help.
If your employer is closing your workplace and offers you a job at another location, you do not always have to accept it. Your entitlement to redundancy depends on whether the offer is considered a reasonable alternative.
Under the Unfair Dismissals Acts 1977–2015, you usually need 12 months of service to bring a claim. However, in many cases, there are alternative avenues to challenge an unfair dismissal, even with less than 12 months of service.
It depends! -It depends on the nature and type of investigation and company policy.
In most cases, no! Under Irish employment law, employers must follow fair procedures, which include:
No! Under Irish employment law, employers must follow a fair and transparent grievance procedure when concerns are raised. This means they should:
Yes! Under Irish employment law, all employees must be given a fair opportunity to understand and respond during workplace processes. This may include:
In most cases, NO! ❌ Under Irish employment law, dismissing an employee because of pregnancy is automatically unfair and may also be discriminatory under the Employment Equality Acts.
Yes, your employer has a legal duty to ensure your safety, even if you work alone. Under Irish health and safety law, employers must conduct a risk assessment to identify potential hazards and put measures in place to protect lone workers. This includes:
While housing usually falls under property law, there are situations where it directly impacts your employment rights:
Yes, employees with disabilities are entitled to reasonable accommodations to help them perform their job effectively. If your employer is aware of your disability, they are legally required to provide accommodations, as long as these do not create a disproportionate burden on the business.