Aesthetic doctor awarded unpaid wages and compensation after being discriminated against on disability grounds.
Introduction
A recent Workplace Relations Commission (WRC) ruling has awarded Dr Paul Coughlan, a leading cosmetic doctor, over €91,000 following a dispute with his former employer, Yung Medical Aesthetics. The case highlights two critical issues for Irish employers — the unlawful withholding of wages and failure to accommodate employees with mental health conditions.
Background
Dr Coughlan co-founded Yung Medical Aesthetics in 2023 and left a senior position in the public health system to work full-time at the clinic. As part of the founder agreement, he was entitled to a 30% commission on procedures he personally performed.
However, disputes soon arose over company management, access to social media accounts, and the non-payment of commission. Despite generating over €390,000 in revenue for the clinic, Dr Coughlan received only €30,600 in commission payments — leaving over €86,000 outstanding.
Breakdown of the Case
Due to ongoing financial and managerial conflict, Dr Coughlan went on certified sick leave in August 2024, citing stress and depression. Around the same time, he was removed from his role as company director and was threatened with legal action over one of his personal Instagram accounts.
Feeling unsupported and unfairly treated, Dr Coughlan resigned on the grounds of constructive dismissal — meaning he believed the working environment had become so intolerable that he had no option but to leave.
When the case reached the WRC, the company was already in liquidation and did not engage with the hearing.
The WRC’s Decision
WRC Adjudication Officer Gaye Cunningham found in Dr Coughlan’s favour on both counts:
- Under the Payment of Wages Act 1991, she ordered the company to pay €86,608 for unpaid commission.
- Under the Employment Equality Act 1998, she awarded an additional €5,000 for discrimination on disability grounds, noting that the employer failed to provide reasonable accommodation for Dr Coughlan’s stress-related condition.
In her decision, Ms Cunningham said the company’s actions — including its failure to engage and its threats of legal action — amounted to discrimination and unequal treatment.
What This Means for Employers
This case serves as a reminder that:
✅ Employees are entitled to full payment for work completed, even during company disputes or liquidation.
✅ Employers have a legal duty to support employees experiencing mental health issues through reasonable accommodation.
✅ Failure to engage or act fairly can expose companies to significant financial and reputational damage.
At Employment Matters, we regularly advise businesses and employees on compliance with the Payment of Wages Act and the Employment Equality Act.
If you’re facing a dispute over unpaid wages, discrimination, or workplace stress, our experienced team can help you understand your rights and explore your legal options.
