Searching for an employment law solicitor in Balbriggan usually means something at work has already reached a difficult point, whether that is a dismissal, a grievance that has gone unanswered, or a redundancy process that does not sit right. Balbriggan falls within the Fingal local authority area, and we advise employees and employers here by phone or video call, or in person at our offices in Dublin or Kilkenny if that suits better. The advice we give is built around the specific facts a client brings us, not general assumptions about how a workplace dispute should unfold.
Why Some Workplace Disputes Settle Smoothly and Others Do Not
In our experience, the matters that proceed most clearly are usually the ones where advice was sought before a position hardened on either side. Once a dismissal letter has gone out, or a grievance has escalated into formal correspondence, the range of options available can narrow. Getting advice early does not change the underlying facts of a situation, but it does mean decisions are made with a fuller picture rather than under pressure.
The other factor that tends to matter is documentation. Employment disputes are often decided on the detail: what a contract actually says, what was recorded at a meeting, what dates applied to a process. We spend time going through this detail with a client before any letter is sent or any complaint is lodged, because assumptions about what happened or what is owed can turn out to be wrong once the paperwork is examined properly.
Preparing for a Consultation and What It Involves
Before a first meeting, it helps to gather together anything relevant: the employment contract or statement of terms, any letters or emails connected to the issue, a note of key dates, and copies of policies such as a disciplinary or grievance procedure if they exist. None of this needs to be organised perfectly. We go through it together and work out what is actually relevant to the matter at hand.
Our offices are at The Ormond Building in Dublin, and at Rose Inn Street in Kilkenny, but a consultation does not require travelling to either. Matters are handled by Richard O’Shea, solicitor, and meetings can take place by phone or video call to fit around a working week, or in person at one of the two offices if a client prefers that arrangement.
Supporting Employees and Employers From Balbriggan to Skerries and Lusk
We work with clients across this part of north County Dublin, including Balbriggan and the towns around it such as Skerries, Lusk and Rush, all within or close to the Fingal area. Whether someone works locally in Balbriggan itself or commutes further into Dublin, the employment issues we are asked about tend to be the same: dismissals, redundancy terms, unresolved grievances, and disputes over contracts or pay.
Because advice is given by phone, video call or at our Dublin or Kilkenny offices, location within the area is rarely a practical obstacle. What matters more is getting the facts of the situation properly set out, which is where a consultation starts.
Frequently asked questions
Do I need to visit an office in Balbriggan to get advice?
No, we do not have an office in Balbriggan. Consultations can be arranged by phone or video call, or in person at our offices in Dublin or Kilkenny, whichever suits you better.
How long do I have to bring a claim such as unfair dismissal or discrimination?
Time limits apply to many employment claims, but the position depends on the circumstances and current law. We would discuss the relevant time limits with you as part of a consultation rather than give a general figure here.
What should I bring to a first consultation?
It helps to have your employment contract or statement of terms, any related correspondence or emails, a note of key dates, and copies of any workplace policies that apply to your situation. We will go through these together and identify what is relevant.
This page is general information, not legal advice. Your position depends on your circumstances and the current law; please get advice on your own situation. In contentious business, a solicitor may not calculate fees or other charges as a percentage or proportion of any award or settlement.