Employer claim defence · Across Ireland
Understand your position. Plan your response.
Support for employers defending employment claims, responding to Labour Court appeals and considering settlement. We help you assess the facts, identify the issues and prepare a practical strategy.
The initial call gathers details and helps assess suitability. Advice, preparation and representation are subject to an agreed appointment and fees.
A clear starting point
A workplace claim can bring pressure, disruption and difficult decisions. The first task is to understand what is alleged, the relevant records and the procedure that led to the dispute.
We help employers assess strengths and weaknesses, consider the practical options and decide how to respond. Some matters require a defence at hearing. Others may benefit from negotiation or a narrower focus on the issues in dispute.
Defending employment claims
Reviewing complaints, organising relevant documentation, preparing submissions and supporting the employer’s response before the Workplace Relations Commission.
Assessing the reasons, evidence and procedures where an employee challenges a dismissal, redundancy or workplace exit.
Support with claims concerning discrimination, protected leave, reasonable accommodation and other disputed workplace treatment.
Reviewing the case history and appeal issues, considering the available position and preparing the appropriate response and hearing materials.
Assessing whether a negotiated outcome is appropriate, considering proposed terms and supporting settlement discussions.
Preparing submissions, evidence and witnesses, with representation and responsibilities expressly agreed for the assignment.
How an enquiry becomes an appointment
Start with a short outline. We establish suitability before agreeing any substantive assessment, preparation or representation.
Provide your contact details, the broad nature of the claim and any relevant hearing or response dates.
Maria gathers the initial information for Melissa to review. This is an intake and suitability conversation rather than detailed legal advice.
Confirm suitability, potential conflicts, availability, the person handling the matter, scope and fees before work begins.
Under the agreed appointment, review the complaint, chronology, records and procedures to assess the employer’s position.
Consider defence, negotiation or settlement and agree the preparation required for the next stage.
Proceed with submissions, evidence preparation, negotiation or representation as instructed and within the agreed scope.
What the appointment can include
The scope depends on the claim and the stage it has reached. We explain what is included and the fees before work starts.
An initial assessment and ongoing representation are different pieces of work. Hearing attendance, further submissions, appeals and settlement work should be covered by the agreed appointment rather than assumed to be included.
Our role in this service
When appointed to defend an employment claim, we advise and represent the employer’s interests within the agreed scope.
This is a different role from acting as an independent investigator or mediator. Any previous involvement in the matter must be disclosed and considered before a new appointment is accepted.
Our experience of employee representation informs our understanding of how claims are advanced and challenged. The focus is a realistic assessment and appropriate preparation, without a promise of a particular outcome.
Before your initial conversation
Tell us the broad nature of the complaint, the stage reached and any important dates. Once suitability and the appointment arrangements are established, we can agree how to receive the relevant documents.
Identify whether the matter concerns a complaint, hearing, submission request or appeal, and mention any stated dates.
Provide the organisation’s name and a contact who can discuss the proposed instruction.
Briefly explain what has happened, whether advisers are already involved and the support you are seeking.
Please avoid sending detailed case papers or sensitive information about other people through the initial enquiry form. We will agree an appropriate way to receive further material.
Employer questions
Yes. We consider enquiries from employers who have received complaints or whose matters are already progressing. Acceptance depends on suitability, potential conflicts, availability and the work required. Include relevant dates when contacting us.
The initial call is for gathering details and assessing suitability. Maria collects the information for Melissa to review. Detailed assessment, advice and representation take place under an agreed appointment with the scope and fees explained beforehand.
Hearing preparation and representation can form part of an agreed appointment. We confirm who will handle the matter, availability and the work included before acceptance. Sending an enquiry does not book representation.
This depends on the facts, evidence, legal issues, potential exposure and practical objectives. An agreed assessment can help you consider the options. We do not assume that settlement or a contested hearing is always the best route.
We consider enquiries involving Labour Court appeals, including review of the case history, preparation and representation as agreed. Tell us the decision date and any relevant appeal or hearing dates so availability and suitability can be assessed.
Fees depend on the nature of the claim, the stage reached and the work required. The initial assessment and any ongoing preparation, negotiation or representation are scoped and agreed before work begins.
The person responsible for substantive advice and representation is confirmed when the proposed appointment is assessed. Initial enquiry handling does not determine who will advise on or represent you in the claim.
Tell us about any previous involvement at the outset. A representation enquiry requires a separate assessment of conflicts and suitability. We do not assume that a previous independent appointment permits a later role representing a party.
Make the date clear in your enquiry and call the office to highlight the urgency. An enquiry does not extend a deadline or confirm that we can act. You remain responsible for applicable dates until responsibilities have been expressly agreed.
Yes. We accept enquiries from employers across Ireland. Practical arrangements and availability are discussed when considering the appointment.
Start the conversation
Tell us about the claim and any relevant dates. We will gather the initial details and consider whether we can assist.
