Redundancy and Dismissals

• Redundancy: Occurs when a job role is no longer needed due to business restructuring, cost-cutting, or technological change. The focus is on the role, not individual performance.
• Dismissal: Involves ending employment due to reasons related to the individual, such as poor performance, misconduct, or other valid grounds under Irish law.

Both processes require strict adherence to specific legal procedures. Our experts guide you through whichever applies to your situation.

• Compliance with Ireland’s Unfair Dismissals Acts and Redundancy Payments Acts.
• Reduced risk of expensive legal claims and reputational damage.
• Clear, respectful communication with affected employees, minimising distress.
• Protection of morale and productivity among remaining staff.
• Preservation of your company’s image as a fair employer.

• Redundancy Planning and Consultation: Assessing genuine need, developing fair selection criteria, managing consultation, and ensuring compliant payments.
• Managing Fair Dismissals: Guiding on valid grounds, fair disciplinary processes, investigations, meetings, and compliant dismissal letters.
• Exploring Alternatives: Considering redeployment, reduced hours, or performance improvement plans before termination.
• Post-Termination Support: Advising on outplacement or career counselling, and managing morale for remaining staff.
• Manager Training: Equipping managers to handle terminations empathetically, professionally, and legally.

• Expert Irish Employment Law Knowledge: Our senior advisors are up-to-date on all relevant legislation.
• Tailored Solutions: Advice reflecting your specific business needs.
• Responsive, Practical Support: Timely advice when you need it most.
• A Balanced Approach: Meeting legal duties with human sensitivity.
• End-to-End Guidance: From planning to post-termination considerations.

• Reduced legal risks and associated costs of WRC claims.
• Preserved morale and productivity among remaining employees.
• Enhanced reputation as a fair and responsible employer.
• Clear business case documentation for redundancies.
• Detailed minutes of consultation and disciplinary meetings.
• Records of redundancy selection criteria and scoring.

• Open communication with remaining employees about changes.
• Opportunities for staff to voice concerns in a supportive environment.
• Support resources for coping with organisational change.
• Reviewing workforce plans and structures post-restructuring.
• Identifying new training and development needs.
• Assessing impact on company culture and planning improvements.