Employer support · Across Ireland
Consider the options.
Plan the process with care.
Practical support for employers considering redundancy, dismissal or an agreed workplace exit. Understand the relevant issues, prepare clear documentation and make informed decisions.
The first conversation gathers details and helps assess suitability. Substantive advice and preparation are provided under an agreed appointment and fees.
A considered approach
Workplace exits can affect the business, the individual and the wider team. The reason for a proposed change, the process and the way it is communicated all need attention.
We help employers review the circumstances, consider their options and prepare an appropriate approach. Advice is tailored to the matter rather than built around a predetermined outcome.
What we help with
Reviewing the proposed business change and supporting consideration of selection, consultation, alternatives, records and communication as appropriate to the circumstances.
Advice on the background, proposed grounds and process, with support for meetings, correspondence and consideration of the available options.
Reviewing concerns, contractual documentation and the proposed approach before decisions about probation or termination are made.
Considering whether a negotiated resolution may be appropriate and assisting with discussions and documentation within an agreed appointment.
Redundancy, performance concerns and conduct issues require different consideration. We help clarify the proposed route and its basis before advising on next steps.
How support begins
The scope depends on the situation and stage reached. We confirm suitability, responsibilities and fees before substantive work begins.
Send your contact details, a brief outline and any relevant meeting or decision dates.
Maria gathers the initial information for Melissa to review. This is an intake and suitability discussion rather than detailed legal advice.
Confirm potential conflicts, availability, the adviser, scope and fees before work is accepted.
Consider the business proposal or concern, contracts, relevant policies, records and steps already taken.
Advise on options and assist with the agreed process planning, meetings and documentation.
Provide the agreed advice before further decisions or communication. Any additional work or later stage is scoped as required.
What the appointment can include
You may need advice on a proposed approach, help preparing documents or support through a more involved process. We explain what is included before the assignment begins.
The employer remains responsible for its decisions. Meeting attendance, negotiations, appeals and any subsequent claim defence should be expressly agreed rather than assumed to be included.
Clear roles
This service supports the employer with advice and preparation. It is different from acting as an independent investigator or mediator.
If the matter calls for fact-finding, mediation or a response to a claim, a separate service may need to be considered. Suitability and potential conflicts are assessed before any change in role.
Questions employers ask
Yes. We welcome enquiries while a proposal is still being considered. Explain the stage reached and any planned dates so the enquiry can be assessed.
Yes. An agreed appointment can include reviewing the business proposal, relevant records and proposed process, including the questions around selection, consultation and alternatives that need consideration in the circumstances.
We can consider the background, relevant documentation and proposed action. Advice depends on the circumstances; probation should not be treated as a reason to skip individual assessment before a decision.
Flag this when enquiring, without sending sensitive records through the initial form. These factors may affect the appropriate advice and process and need individual consideration.
Yes. Assessing options, negotiations and documentation may form part of an agreed appointment. We confirm the role and scope before work begins, and do not promise that agreement will be reached.
Explain what was communicated, when and what has happened since. We can assess whether we are able to assist at the current stage. If a claim has been received, our employer claim-defence service may be the appropriate route.
Do not assume that decision-making, meeting attendance or an appeal role is included. The employer’s responsibilities and the adviser’s role are confirmed in the appointment. Any separate role requires consideration of suitability and potential conflicts.
No. The purpose of advice and preparation is to help the employer understand the issues, consider options and make informed decisions. It cannot guarantee that a decision will not be challenged or that a particular result will follow.
Maria gathers the initial details for Melissa to review and helps assess suitability. The first conversation is intake rather than detailed legal advice. Any substantive work is subject to an agreed appointment and fees.
Provide your organisation’s name, contact details, a brief outline, the stage reached and any important dates. Please avoid sending personnel files or sensitive third-party information until an appropriate way to receive material has been agreed.
Fees depend on the work required and the stage reached. We accept enquiries across Ireland and discuss scope, availability and practical arrangements before appointment.
Start the conversation
Tell us briefly about the proposal and any relevant dates. We will gather the initial details and consider whether we can assist with the next steps.
