Lawlor Partners has an experienced professional team of employment law solicitors with expertise in all areas of employment. Employment law is the area of law regulating the relationship between employers and employees, including what employers can expect from employees, what employers can ask employees to do, and employees’ rights at work.
Our employment law solicitors have provided advice to our clients in relation to all aspects of employee’s rights and employers duties. These include non-contentious matters such as drafting or advising on contracts of employment, disciplinary and grievance procedures and health and safety procedures; and contentious matters such as claims for unfair dismissal and breach of contract.
Our specialist team of highly experienced employment law Solicitors have extensive experience acting for employers and employees in a range of issues including:
- Claims for unfair or constructive dismissal.
- Claims for Redundancy
- Claims for work related stress and personal injury.
- Claims for bullying and harassment
- Claims for wrongful dismissal.
- Injunction Applications
- Work permits
- Protective Disclosures
Below are some examples of cases where we brought an employment injunction on behalf of our client.
Case Study 1
We acted for an employee who was employed by an international footwear retailer. She left her position with another retailer after she was promised a higher salary and rate of commission. Her new employer did not honour this agreement. Despite raising this issue, her employer would not pay her the agreed salary and she was dismissed for not accepting the reduced wage and commission. We issued High Court injunction proceedings against her employer calling upon them to reinstate our client at the agreed higher rate of pay. We settled this matter within days of issuing proceedings. Our client was not reinstated but received compensation together with her legal costs.
Case Study 2
We represented a client who obtained employment in a pharmaceutical company through a recruitment agency. She was subsequently advised by the recruitment agency that she was dismissed after returning from holiday. She was told that the employer had several complaints with her work. She had never been advised by the employer or recruiter of there being any problems. Our client’s contract of employment was with the recruitment agency and she was paid by the recruitment agency also. As a result, she did not think she had a claim against her employer. We advised her to bring injunction proceedings against both the recruiter and the employer. The case settled two weeks after we issued proceedings and our client received compensation for her wrongful dismissal and payment of her legal costs. Our client was delighted with the result as she was not eligible to bring an Unfair Dismissal claim as she had been employed for less than one year.
Case Study 3
We acted for an employee who was on a fixed term contract with a large Irish company. She fell pregnant a number of months before her contract was due to expire. After notifying her employer of her pregnancy her contract was terminated early. Our client was of the view that the reason for this termination solely related to her pregnancy. We brought an injunction before the Court to have her reinstated until her initial contract was due to expire. The case settled, and our client received compensation for wrongful dismissal plus her legal costs
Employees and employers can often find themselves unsure of their rights or find themselves in a situation where they do not know what to do. If you are unsure about any aspect of employment law or are looking for advice on a specific situation, please contact Niall on 01 8725255 or firstname.lastname@example.org .