Someone searching for an employment law solicitor in Portlaw is usually already partway through something difficult at work, a dismissal that came without warning, a redundancy that doesn’t add up, or a grievance that has gone nowhere. We act for employees and employers from this part of County Waterford, and most matters start with an enquiry through the website rather than a walk-in visit to an office.
Why People in Portlaw Get in Touch With an Employment Law Solicitor
The reasons people contact us from this area are fairly consistent. An employee has been dismissed and isn’t sure whether the process followed was fair. A small business owner has been told to issue a contract and doesn’t know what it should contain. Someone is being made redundant and wants to know whether the figures and the process they’ve been given are correct. Others are dealing with bullying, a stalled grievance, or a dispute that’s heading towards the Workplace Relations Commission and they want advice before anything is formally lodged.
Employers contact us too, often when they’re drafting a settlement agreement, responding to a complaint, or trying to work out whether a dismissal they’re planning would stand up to scrutiny. There’s no typical caller. Some people have been turning the problem over for weeks before they look for advice, others ring the same day something happens. Either way, the first step is usually the same: setting out what’s actually happened and what the person wants to achieve.
What We Check Before Any Letter Goes to Your Employer
Before we write to an employer, issue a WRC complaint, or respond on behalf of a business, we go through the paperwork that actually exists: the contract, any handbook or policy document, correspondence, minutes of meetings, and whatever dismissal or disciplinary letters have been sent. What’s written down often tells a different story to what was said in a meeting, and it shapes what advice we can realistically give.
We also talk through timing. Employment matters often have strict time limits for bringing a complaint, and the position depends on the circumstances and current law, so this is something we go through early rather than leaving until later. Once we understand the facts and the timeline, we can set out the realistic options, what each one involves, and what you’d need to do next if you wanted to proceed.
Advising Clients in Portlaw and the Towns Around It
Portlaw sits about 15 km west of Waterford City, with Kilmacthomas around 12 km away and Ferrybank a short distance further on the far side of the city. We work with employees and employers from all of these towns, and the consultation itself is arranged around what suits the client rather than where our offices happen to be, by phone, video call, or in person where that’s more practical.
Our offices are in Dublin 7 and in Kilkenny, but the work we do for clients in Portlaw and the surrounding Waterford countryside doesn’t depend on a local branch. Employment matters are handled by correspondence, documents, and conversation far more often than by in-person meetings, which suits people fitting a legal query around a working week.
Frequently asked questions
Do I need to travel to an office to get advice?
No. Most matters are handled by phone or video call, with documents sent and reviewed electronically. If an in-person meeting would help, that can be arranged separately.
How long do I have to bring a claim after a dismissal or workplace dispute?
Time limits apply to employment claims, but the position depends on the circumstances and current law, including the type of complaint involved. It’s best to get advice as soon as possible rather than wait to confirm the exact deadline for your situation.
What should I have ready before I contact you?
Your contract of employment, any letters or emails relevant to the dispute, and a short written timeline of what happened are the most useful things to bring to a first conversation. It doesn’t need to be polished, just accurate.
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.