Swords is one of the largest towns in the Fingal local authority area, with a broad mix of office, retail, logistics and public sector employment, and that variety brings a wide range of workplace questions to an employment law solicitor in Swords. Some people get in touch after a dismissal they feel was handled badly, others want advice on a settlement agreement before they sign it, and a good number are still at work but trying to decide what to do about a grievance that has gone nowhere. We advise employees and employers from Swords and the surrounding area, and the first conversation is usually about setting out where things actually stand.
Making Sense of a Workplace Problem Before We Take Any Step
When someone contacts us about a dismissal, a redundancy, a bullying complaint or a dispute over a contract, we start by going through the facts in detail: what happened, when, who was involved, and what has already been said or put in writing. That review shapes everything that follows, including whether a grievance, a WRC complaint or direct negotiation with the employer is the more appropriate route, and what the position depends on under current employment law given the specific circumstances.
We do not draft letters or make complaints before that groundwork is done. Employment matters often turn on small details, a date, a clause in a contract, a line in an email, and getting those details right at the outset matters more than moving quickly. We explain the options available, what each one involves, and leave the decision on how to proceed with the client.
Arranging a Consultation Around Shift Work and Office Hours in Swords
We understand that most people contacting us are still working, often on shift patterns or fixed office hours that make it hard to take time off during the day. Consultations can be arranged by phone or video call, which suits a lot of clients in Swords who would otherwise have to take leave to attend a meeting in person.
Before a consultation it helps to have your employment contract, any written correspondence about the issue, and a rough timeline of events to hand. You do not need to have everything organised perfectly. We ask questions, fill in the gaps, and build the fuller picture together once we are speaking directly.
Serving Swords, Malahide, Donabate and the Fingal Area
Our offices are at The Ormond Building, 31-36 Ormond Quay Upper in Dublin, and at 2 Rose Inn Street in Kilkenny, but Richard O’Shea works with clients from across Fingal, not only within the town boundaries of Swords. That includes people in Malahide, about 4 km away, Donabate, about 6 km away, and Darndale, about 7 km away, who often raise similar workplace issues given the shared employment landscape across this part of County Dublin.
Meetings do not need to happen at either office. Phone and video consultations are available for clients anywhere in Ireland, and an in-person meeting can be arranged at one of our offices where that is preferred.
Frequently asked questions
Do I need to travel to Dublin or Kilkenny to get advice?
No. Consultations can be arranged by phone or video call, which suits most clients in Swords who are working during office hours. An in-person meeting at one of our offices can be arranged where that works better for you.
Can you advise employers as well as employees in Swords?
Yes, we advise both employees and employers on workplace matters including dismissals, grievances, contracts and WRC complaints. The appropriate approach depends on the specific circumstances, which we go through at consultation.
What should I bring to a first consultation?
It helps to have your employment contract, any relevant written correspondence and a rough timeline of what has happened. If you do not have everything to hand, we can work through the details together once we speak.
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.