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Psychological damage is difficult to measure and quantify, making it difficult for assessors to determine its impact. The Personal Injuries Guidelines were established by the Judicial Council in 2021 under the Judicial Council Act 2019 to identify appropriate levels of damages for different forms of personal injuries. The guidelines aim to enhance understanding of the evaluation and allocation of compensation for personal injuries to achieve more uniformity in awards.
In this article, we examine the circumstances that give rise to a personal injuries claim for the stress and anxiety caused by a toxic working environment.
The case of Electricity Supply Board -v- Kieran Sharkey [2024] IEHC 65 examines whether an employee has a right to silence in the context of workplace investigations. The Electricity Supply Board (ESB) (the Plaintiff) brought a case against Mr Sharkey (the Defendant) alleging that his failure to answer certain questions, in the context of a workplace investigations that was also subject to parallel criminal proceedings, amounted to a repudiation of his contract of employment or, in the alternative, that the ESB was entitled to treat his contract of employment as having been terminated by him.
The Form 3 is used when an individual wants to make a representation to the Minister for Justice and Equality pursuant to Section 3 of the Immigration Act, 1999. It is an appeal to a decision of the Minister for Justice in respect of an immigration application.
The case of Amanda Craddock v Head–Hunt International Limited (ADJ00036831) examines the circumstances under which a redundancy payment would ordinarily be payable to an agency worker.
In this article, we consider what will be considered frivolous or vexatious, by the Workplace Relations Commission (WRC), when a complaint is presented to them we do so by examining several claims initiated by Mr. Leon O’Connor against various companies.
In this article, we note the wide discretion that an Adjudication Officer has to make an award under the Protected Disclosures Act, 2014, noting that the award of maximum compensation of five-year salary, can be just and equitable, in certain circumstances.
The case of Anuaj Patwardhan v Black Shamrock Ltd (ADJ-00039205) serves as a reminder of the importance of maintaining detailed records during a probationary period, of employees whose performance may not be to standard, especially when dismissal may be contemplated.
In this article, we examine a recent case which explores the issue of impersonality in the redundancy process, reaffirming that no foregone conclusion should be reached by an employer, in advance of the consultation process.
In this article, we provide a short summary of the Supreme Court decision of the Revenue Commissioners-v-Karshan (Midlands) Ltd T/A Domino’s Pizza, which serves as a useful reference when determining whether a worker is a contractor or an employee.
Psychological damage is difficult to measure and quantify, making it difficult for assessors to determine its impact. The Personal Injuries Guidelines were established by the Judicial Council in 2021 under the Judicial Council Act 2019 to identify appropriate levels of damages for different forms of personal injuries. The guidelines aim to enhance understanding of the evaluation and allocation of compensation for personal injuries to achieve more uniformity in awards.
In this article, we examine the circumstances that give rise to a personal injuries claim for the stress and anxiety caused by a toxic working environment.
The case of Electricity Supply Board -v- Kieran Sharkey [2024] IEHC 65 examines whether an employee has a right to silence in the context of workplace investigations. The Electricity Supply Board (ESB) (the Plaintiff) brought a case against Mr Sharkey (the Defendant) alleging that his failure to answer certain questions, in the context of a workplace investigations that was also subject to parallel criminal proceedings, amounted to a repudiation of his contract of employment or, in the alternative, that the ESB was entitled to treat his contract of employment as having been terminated by him.
The Form 3 is used when an individual wants to make a representation to the Minister for Justice and Equality pursuant to Section 3 of the Immigration Act, 1999. It is an appeal to a decision of the Minister for Justice in respect of an immigration application.
The case of Amanda Craddock v Head–Hunt International Limited (ADJ00036831) examines the circumstances under which a redundancy payment would ordinarily be payable to an agency worker.
In this article, we consider what will be considered frivolous or vexatious, by the Workplace Relations Commission (WRC), when a complaint is presented to them we do so by examining several claims initiated by Mr. Leon O’Connor against various companies.
In this article, we note the wide discretion that an Adjudication Officer has to make an award under the Protected Disclosures Act, 2014, noting that the award of maximum compensation of five-year salary, can be just and equitable, in certain circumstances.
The case of Anuaj Patwardhan v Black Shamrock Ltd (ADJ-00039205) serves as a reminder of the importance of maintaining detailed records during a probationary period, of employees whose performance may not be to standard, especially when dismissal may be contemplated.
In this article, we examine a recent case which explores the issue of impersonality in the redundancy process, reaffirming that no foregone conclusion should be reached by an employer, in advance of the consultation process.
In this article, we provide a short summary of the Supreme Court decision of the Revenue Commissioners-v-Karshan (Midlands) Ltd T/A Domino’s Pizza, which serves as a useful reference when determining whether a worker is a contractor or an employee.
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