Protect Yourself from the damage Unfair Dismissal can do to your good-name, self-esteem and Your future employment prospects.
- Unfair Dismissal
- Constructive Dismissal
- Unfair Selection for Redundancy
We Can Help You to Right this Wrong…
Get Expert Legal Help Now…Call us or Complete the Query form
We will help ensure that you get a fair hearing and your record cleared as well as the compensation you deserve.
If you think you have a claim contact us immediately and we will provide the advice and support you need to get started today.
Have you been the victim of an unfair dismissal or has your employment been terminated in an unfair or unjust manner?
Is your employer treating you in such a way as to make your position untenable which could lead to a Constructive dismissal?
Have you been unfairly selected for redundancy while others who arrived in the company after you, or who are less skilled, are kept or are already involved in an employment dispute involving unfair dismissal, redundancy or constructive dismissal?
Every year we help many people just like you who have been unfairly treated by their employer or had their employment terminated without good reason or fair procedure. The long-term effects of an unfair dismissal on you and your family are incalculable. In particular, the effect a dismissal has on your future employment and career prospects cannot be underestimated. But more so the effect this has on you and your family.
We know how it feels to be out of work, the loss of self-esteem you might feel as a result of the unscrupulous treatment you have suffered at the hands of your employer. This needs to be addressed. Because it doesn’t just affect your income today, it effects your prospects in the future and the way your family and friends look at you. The cost and value of this cannot be calculated in euro and cents. If it could, it would be the long-term cost of your career and redressing the damage done to your good name and reputation. That is what is most at stake. And while we cannot guarantee that you will be properly financially compensated for the economic loss result of this unfair treatment, we can guarantee that we will do everything possible to ensure that your reputation and good name is protected.
One Expert believes that it is more than three times more difficult for someone who has been sacked to get a new job than it would otherwise be.
Every single day, we deal with people who have suffered like this. The indignity of coming home and having to tell your spouse and your family that your job is gone. How do you deal with the mortgage? what do I say to the kids? what should I tell a prospective employer about why I left my old job? These are real problems which our Clients face everyday. And while we don’t always have an immediate solution, we can guarantee them that we will leave no stone unturned in ensuring that we will make their voices heard and remedy the wrong that has been done to them. And to most of our Clients that’s not about the cheque. Let’s be frank, you are not going to retire on the money you get from the WRC in an Unfair Dismissal claim! But that’s not what’s actually at stake here. What’s at stake is your Good name, your professional reputation. And that’s what we guarantee to salvage for you.
We have all of the resources, experience and expertise to make sure that your voice is heard. We will take all of the necessary steps to engage with your former employer and the WRC on your behalf. That includes securing a copy of your personnel file and any correspondence relevant to your case, lodging your claims with the WRC, briefing counsel, drafting and filing written legal submissions and attending the WRC hearing with you. We will do the talking for you as far as possible and make sure that you don’t have to face what is a very daunting and complex process on your own.
Here’s an example…
MF was an electrical engineer working in a factory in Waterford city. He was good at his job, liked things done correctly…”if you’re going to do something, do it right” was his motto. MF liked his job and was well liked by his work colleagues. MF was responsible for a team of electricians and reported to the head of Operations who he had unfortunately on occasion clashed with over safety issues in the plant. MF was a good advocate for his team who regularly brought issues to him about how things were done which he would invariably raise at the higher levels. MF wanted things done right whereas the Operations Manager was old school and wanted to drive things through regardless of the consequences. One day just shortly after having raised such concerns with his boss, MF was called into the office and told he was being suspended for theft. MF was dumbfounded…theft of all things. He had never stolen anything in his life, not so much as a penny sweet! He was marched out of the office, through the building and into the carpark by security. Everyone watched as he was frogmarched out and you can only imagine what the rumour mill was cooking up. MF was subsequently told that he had “stolen” a drill he had borrowed to do some work at home. This was common practice in the Department and had never been a problem. In fact, the Operations Manager himself had regularly taken items from the Department and never returned them. Clearly the Company just wanted rid of someone who was proving to be a thorn in their side. MF broke down in his car and had to ring his pregnant wife and explain to her what had unfolded. Worse was to come when at the next meeting, MF was presented with an outcome which he had no opportunity to challenge or defeat. He was sacked. He called us and we immediately helped him to stand up to these bullies. We lodged a claim on his behalf and worked closely with him to draft comprehensive legal submissions, outlining the degree and extent of the employer’s irredeemably flawed procedures and disproportionate response. Ultimately the company settled the case long before it made it anywhere near the Courts and while MF got some compensation for what happened, most of all he got his record cleared when the Employer agreed to expunge his record and provide a reference for him amending the reason for his dismissal.
“I could not have done this without the expert guidance and advice from Mel and the team at employment matters, the outcome here was so much more than I could have hoped for and certainly they will be a lot more careful the next time!”
In another case, MM contacted us because she had been selected for redundancy. The problem was, she was one of the top performers in the Company. But she had just returned to work from maternity leave and was expecting again. She would be taking maternity leave again soon and her employer (or at least her boss) didn’t like that. So, while there was a genuine redundancy situation, someone who had previously been indispensable was now an inconvenience and so when her and her three colleagues were being considered and compared to each other as to which of them would be made redundant, MM was suddenly at the top of that list. When MM contacted us, we immediately recognised this for what it was and what it meant to her went to work for her. We wrote to her employer and lodged claims to the WRC on her behalf. We took up a copy of her personal data from the Employer and drafted written legal submissions outlining how in our view, she had been both unfairly dismissed and discriminated against. MM’s employer ultimately capitulated and agreed to pay her compensation and provide her with a reference.
“Thanks so much guys, you were great and I couldn’t have done this without you. You took all of the stress and complexity out of this very bad situation and made something which was otherwise overwhelming, tolerable!”
MM didn’t want to face a long and protracted hearing and she certainly wasn’t comfortable with having to face her employer across a room at a hearing. She was a very competent lady in her field but recognised the complexity of Employment Law and that she was most likely out of her depth here and that’s why she called us.
You see most of our Clients are realists. They know they have a good case, but they also know that they have neither the legal expertise nor the capability of successfully handling their claim on their own. Sure, they could fill in a WRC form online and take a chance that things go their way, but they’re smarter than that. They understand that by having the right representation, someone to guide them through the process and who understands the law and how it works and who have the experience of building a successful case, who know how the Adjudicating Officers think but who also know how their opponents think, that by using someone like that, they’ll get the best possible result.
“Sean has extensive knowledge and experience in all aspects of employment law. Sean has successfully supported many clients facing legal issues regarding employment relationships. I would be happy to recommend Sean to clients.”
Liam Barton, Insight HR
The difficulty of course is that the employer is almost always represented by legal professionals. This of course unbalances the playing field. Often the employer can afford highly paid solicitors as well as barristers both Junior and even Senior Counsel.
And an individual claimant is faced with this. The cost of fighting a case in this way can be extremely high and very stressful. And so many people still do manage their own claims. But, it’s a fact that their applications are generally poorly prepared, badly submitted, managed and run and as a result they often fail. When they are successful, they often fail to achieve the full value of the claim and also they often simply limp over the line, failing to land the blows they so desperately wanted to inflict on their former employer.
Whether you’ve been made redundant in an unfair way, disciplined and dismissed without good reason or a proper procedure or forced to leave because of the conduct of your employer, if it wasn’t your fault then it’s highly likely that you’re entitled to redress. Our job at Employment Matters is to make sure you get the compensation you deserve but more than that to make sure that you recover what is more valuable than anything and that’s your self-esteem and your professional integrity.
We’ve seen it all, in big companies, small business, public and private sector employers, the treatment of staff can be nothing short of appalling. We have clients who have suffered all types of abuses and this can at times lead to mental injuries in the form of stress and depression. You don’t have to tolerate this though, you have rights and are entitled to enforce them. Now to be 100% clear…we’re not suggesting that anyone should ever or that we would ever entertain an embellished claim. In fact, we will never take a claim that we don’t truly believe is genuine and merited and that’s why all of our Clients must fill in a client application form before we’ll take them on.
“Thanks Sean, you really helped me out. If it wasn’t for you, I’d have probably had a heart attack from the stress of the whole process…and what a great result, I can’t recommend you highly enough.”
Brian, 26, tyre fitter, Wexford
But people do make claims that are either disingenuous or dishonest, people also defend claims in this way and we do know that unless you properly prepare, submit and run your claim you risk losing out on compensation that you deserve simply because you haven’t properly identified, explained or communicated your claim to the WRC or Labour Court. Or the Adjudicator simply believes your opponent more than they believe you.
In fact, it’s often the case that a claimant may not even themselves understand the merits of their case and it is only on review that we discover other avenues on their behalf.
So if you’d like to find out more please contact us by phone on 1890 88 90 90 or by email to email@example.com or fill in the form above. If you’d like to find out more first, at the very least request a copy of our free report “10 things to know when taking a claim to the WRC”.
“Thanks for all of your help. Being foreign I hadn’t any clue about my employment rights and you made it so easy for me and got me what I deserved.”
Anna, 28, Chef, Tramore
We have some capacity at the moment and are currently considering new applications so if you’d like to make an appointment to have your case reviewed without obligation please email us on firstname.lastname@example.org or call us on 1890 88 90 90 now and talk with Macealach our business manager.
What happens then;
At that stage we will make an appointment to meet with you by Zoom and review your claim. If we believe that your claim is merited, we will progress your case and you will get the benefit of our unique Service Guarantee.
“I would highly recommend Sean who is as tough as they come!”
Cathal Young, Partner, Cathal N. Young, O’Reilly & Co. Solicitors, Dublin
Having assessed the viability of your claim and the merits of the case, (as we will only act where we feel there is true merit to a claim) we will discuss with you the best way to finance your case. We have years of experience and an excellent track record of successes in this area but no case is guaranteed and of course, we need to be paid! Typically, each party bears their own costs in an employment tribunal. So, if your unfair dismissal claim is unsuccessful then you will not be responsible for the other party’s legal fees. That does however mean that even if you win you are responsible for your own costs. However, if you choose to fund your case, you will find that Employment Matters has a fair and transparent approach to costs.
So, For no obligation, expert unfair dismissals claims advice, simply complete our form and an advisor will call you today. Remember though, the time limits for making a claim are very strict so don’t delay if you think you have a claim.
Just complete our simple Query form to find out how we can help. Remember though, the time limits for making a claim are very strict so don’t delay!