Anyone searching for an employment law solicitor in Dún Laoghaire is usually dealing with something specific, a dismissal that feels wrong, a redundancy process that seems rushed, or a grievance raised months ago that still has not been dealt with properly. Dún Laoghaire falls within the Dún Laoghaire-Rathdown local authority area, and we act for employees and employers from this part of south County Dublin on the full range of workplace matters. You can get in touch through our contact page to arrange a consultation and talk through what has happened.
First Questions People Ask When a Workplace Problem Starts
Most calls we take begin with uncertainty rather than a clear legal question. Someone has been let go and is not sure if the process followed was fair, or they have been handed a settlement agreement and do not know whether to sign it, or they are being managed out of a role through constant criticism and want to know if that counts as bullying or constructive dismissal. The honest answer, nearly always, is that it depends on the detail, what was said, what was written down, and what happened before and after.
We also hear from employers in Dún Laoghaire who want advice before they act, not after. A business planning a redundancy, drafting a new contract, or responding to a grievance wants to know the process is sound before a decision is made, not once a complaint has already landed. Getting advice at that earlier stage tends to be more useful than trying to fix something after it has gone wrong.
Looking at the Full Picture Before We Draft a Single Letter
Before we send anything to an employer or respond on behalf of one, we go through the paperwork properly. That means the contract of employment, any written policies that apply, emails or messages relevant to the dispute, and a clear timeline of what happened and when. Employment matters are often won or lost on detail that seems minor at first, a date, a missed step in a procedure, a comment made in a meeting that was never minuted.
Only once we have that full picture do we discuss options, whether that is raising a grievance, lodging a complaint with the Workplace Relations Commission, negotiating a settlement, or simply advising on how to respond to what has already happened. We set out what each option involves and what it does not assure, so the decision on how to proceed is made with the facts in front of you rather than on assumption.
Covering Dún Laoghaire, Monkstown, Glenageary and Deansgrange
We work with employees and employers across Dún Laoghaire and the surrounding towns, including Monkstown and Glenageary close by, and Deansgrange a short distance further on. Workplace issues in this area tend to touch the same sectors you would expect in any part of south Dublin, retail, hospitality, financial and professional services, and public sector roles, each with its own patterns when it comes to contracts, grievance procedures and redundancy.
The firm’s offices are in Dublin and in Kilkenny, and clients throughout Dún Laoghaire-Rathdown and elsewhere in Ireland contact us through the website to arrange a consultation. The matter is handled by Richard O’Shea, solicitor, who will go through the facts with you and explain the options available before any step is taken.
Frequently asked questions
How do I know if I have a case for unfair dismissal?
Whether a dismissal can be challenged depends on factors such as length of service, the reason given, and whether a fair procedure was followed. We would need to go through the specific circumstances with you before giving a view, and the position depends on the law as it applies at the time.
Do you act for employers as well as employees in Dún Laoghaire?
Yes, we advise both employees and employers on workplace disputes, contracts, redundancy processes, grievances and WRC complaints. Each side benefits from understanding the process before taking any step, and we can advise whichever side of a matter you are on.
What should I bring to a first consultation?
It helps to have your contract of employment, any relevant correspondence or written policies, and a short written timeline of events to hand. This lets us get a clear picture of the matter quickly, though if you do not have everything together we can still discuss how to proceed.
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.