Welcome to our Workplace Insights section. Here you'll find clear, practical guidance on employment rights, workplace issues, and how we support employees in real-world situations. The content is designed to help you understand common problems, recent developments, and your options, with straightforward explanations you can rely on. For tailored support, you can contact us directly.
A recent decision by the Workplace Relations Commission offers an important reminder for employees who face rigid tests, assessments, or "pass-fail" criteria at work. The case involved a serving female firefighter in her 40s who applied for a full-time role but was knocked out of the competition after failing the "beep test" — a shuttle-run fitness...
A new, updated Code of Practice on Access to Part-Time Working has been issued by the Workplace Relations Commission and signed into effect by the Minister.
When you're unwell or under pressure at work, questions about medical information can feel loaded. Many employees worry about privacy, stigma, or information being used against them. Those concerns are valid — but it's important to understand how medical information actually operates in Irish workplace processes.
Workplace disputes rarely begin as legal problems; they begin as human ones. People often progress to the Workplace Relations Commission after experiencing stress, shock, anger, humiliation, or confusion about how things escalated so quickly at work.
When taking a case to the Workplace Relations Commission (WRC), many employees assume they can simply "add" to their complaint later if more issues arise. However, a recent WRC decision — CA-00070973-001 — highlights why that assumption can cost you your entire case.
Facing redundancy can be one of the most stressful moments in anyone's working life. It often comes with uncertainty, worry about finances, and confusion about whether the process being followed is fair. If you find yourself in this position, it's important to understand your rights under Irish employment law.
When an employer admits that a dismissal was unfair, many employees believe the hard part is over. The reality is different. Winning on liability is just the beginning — the real challenge lies in proving compensation for the financial and statutory losses that flow from being dismissed.
Offering a candidate significantly less than the salary budgeted for a role simply because they didn't negotiate hard enough is not just unethical—it's one of the structural practices that has contributed to the persistent gender pay gap.
Many employees know what it feels like to be punished for speaking up at work — but few understand the legal distinction between victimisation and penalisation. If you're preparing a complaint or case, this difference could affect your legal protections, the burden of proof, and even the level of compensation you may be entitled to.
Many employees are unaware that they have strong legal protections under the National Minimum Wage Act 2000, particularly when it comes to raising concerns about low pay or asserting their right to be paid fairly. One of the most important protections in this Act relates to victimisation and unfair dismissal.