Employment Matters · Across Ireland
A clearer way through workplace conflict.
Independent investigations, constructive mediation and practical support for employers responding to employment claims. Helping employers, professional advisers and the people involved understand the next step.
Start with an initial conversation with Maria to gather the details and help assess whether we can assist.
Experience of workplace disputes and formal proceedings.
Employment Matters & Ormonde Solicitors · All-Ireland Business Foundation
MII Approved Mediator
Our principal services
Some situations need independent fact-finding. Others need a structured conversation or a clear response to a legal claim. We help you identify the appropriate route.
Fair, carefully documented investigations into grievances, bullying, harassment and other sensitive workplace complaints. A defined remit, impartial assessment and reasoned findings.
Explore investigations → Constructive resolutionA voluntary process that helps people discuss workplace conflict, explore practical agreements and find a way forward. The mediator facilitates discussion without representing either party.
Explore mediation → Employer representationSupport for employers responding to WRC complaints, Labour Court appeals and employment disputes. Understand the claim, assess your position and prepare the appropriate response.
Explore claim defence →Workplace investigations
A sensitive complaint can place real pressure on management, working relationships and your existing advisers. An independent investigation gives the facts a structured and impartial examination.
Our employment-law experience helps us recognise where a process can come under scrutiny. We bring that understanding to careful evidence gathering, fair participation and clearly explained findings.
Our role as an independent investigator is to assess the facts fairly. Findings are not predetermined or shaped to favour the commissioning party.
For solicitors & professional advisers
When your client needs an independent investigator or mediator, we can undertake the agreed assignment while you retain your advisory relationship.
We respect the boundaries of referred work: we do not seek additional work from your referred client, and we hand the assignment back through the agreed arrangements.
Experience with a human approach
Our background representing employees gives us insight into how workplace concerns develop and how decisions are challenged. We apply that experience to careful investigations, constructive mediation and informed employer representation, with our role made clear in each appointment.
An independent investigator assesses facts. A mediator facilitates discussion. An employer representative advises on the employer’s position. We explain the role before work begins.
Workplace issues affect people as well as organisations. We listen carefully, communicate plainly and explain the process so participants understand what to expect.
Information is handled with discretion. We explain the confidentiality and information-sharing arrangements relevant to the particular service and process.
Getting started
You do not need to have the process mapped out before contacting us. Start with a brief outline, and we will help establish whether the enquiry is suitable for our services.
Send your contact details and a brief outline of the issue or proposed referral using the form below.
Maria gathers the initial details, including the type of issue and any key dates, for Melissa to review. This is an intake conversation, rather than a legal advice consultation.
We consider the appropriate service, availability and any potential conflicts before confirming whether we can assist.
If the enquiry is suitable, we explain the proposed scope, fees and arrangements before work begins.
Further employer support
Practical guidance on performance concerns, probation, capability and difficult workplace conversations.
Performance support →Support with proposed workplace exits, fair procedures, documentation and informed decisions.
Explore workplace exits →Practical learning for managers and HR teams on conflict, complaints, fair procedures and workplace communication.
Explore training →Meet the team
Our team combines employment-law experience, mediation and practical client support. We will explain who will handle your enquiry and the role they will carry out.
Principal Solicitor
WRC Case Manager
MII Approved Mediator
Client Support
Commercial Operation Manager
Consultant Solicitor
Administration & Initial Enquiries
Common questions
We work with employers and HR teams managing workplace issues, professional advisers referring independent assignments, and people participating in workplace investigations or mediation. The role we undertake depends on the service and the agreed appointment.
Maria contacts you to gather initial details for Melissa to review and to help assess whether the enquiry is suitable. This initial conversation is for intake and suitability, rather than detailed legal advice. If we can assist, we explain the next steps, scope and fees before work begins.
Yes. We accept enquiries for defined independent assignments, subject to suitability and conflict checks. We agree the remit, communication and handover arrangements, respect the referring firm’s client relationship and do not seek additional work from the referred client.
An investigation examines evidence and reaches findings within an agreed remit. Mediation helps willing participants explore a resolution together; the mediator does not decide the merits of the complaint. We consider which service may be appropriate rather than assuming every issue needs the same process.
Melissa Wynne is an MII Approved Mediator. We discuss the nature of the dispute and assess suitability and potential conflicts before confirming a mediation appointment.
Yes. Our employer claim-defence service can help assess the complaint, review relevant documents and prepare an appropriate response. Mention any deadlines or hearing dates when you enquire. Submitting an enquiry does not confirm an appointment or change any existing deadline.
Yes. We accept enquiries from across Ireland. Location and meeting arrangements can be discussed when we assess the enquiry.
You can ask about the process, the role of the investigator or mediator and what will be expected of you. In an independent appointment, we do not act as your personal representative. You may wish to seek advice from your own adviser.
Provide your contact details, the service you are enquiring about, a brief outline and any important dates. If you are a professional referrer, include your firm’s name. Please avoid sending detailed case papers or sensitive information about other people until we have agreed an appropriate way to receive them.
What Clients Say
Thank you for advocating so strongly on my behalf. I appreciate all you have done so far. I look forward to working with you on my case going forward.
I couldn’t be happier with the outcome, the legal process, and the team that helped make this happen. Thank you for all your efforts in the case.
Thank you for all the support you have given me. Your guidance, expertise and advice made a very difficult experience bearable and gave me the confidence to keep going. I’m happy with the result and can finally close the chapter.
Tell us briefly what you need help with. Maria will gather the initial details so we can consider the appropriate next step.
Contact Details
Whether you are an employer, an employee, or simply unsure what your next step should be, you can contact Employment Matters in confidence. We will help you understand your options clearly and calmly.
Mediation can feel unfamiliar at first. These quick answers explain how the process works and what you can expect when you contact Employment Matters.
Yes. Mediation is a confidential process. It gives both sides a private space to speak openly, explore possible solutions and work toward resolution without the pressure of a formal hearing or public dispute.
Yes. Mediation is voluntary, so both parties must be willing to take part. The process works best when everyone enters it with a genuine willingness to listen, discuss the issues and explore a practical way forward.
Absolutely. Early mediation can be one of the most effective ways to prevent a workplace issue from escalating into a grievance, disciplinary process, WRC claim or wider breakdown in working relationships.
No. Mediation can support employers, employees, HR professionals and teams. The goal is not to take sides, but to create a fair and structured process where the issue can be discussed properly.
We will start with a confidential conversation to understand the situation. From there, we can explain whether mediation may be suitable, what the next steps would look like and how the process could be approached.
Not sure whether mediation is the right next step?
Talk to us first →We are honoured to share that Employment Matters & Ormonde Solicitors has been name the Business All-Star Labour & Employment Law Practice of the Year 2025 & 2026. This prestigious recognition from the All-Ireland Business Foundation reflects our ongoing commitment to fair workplace practices and expert legal representation, led by the dedication and vision of Sean Ormonde. We are deeply grateful to our loyal clients, dedicated team, and the AIBF for their continued support and trust
