Accountant awarded €145,000 following unfair dismissal case

An accountant has been granted over €145,000 following a Workplace Relations Commission (WRC) case taken against her ex-employer. This is the largest award for unfair dismissal so far this year. 

Details of the case 

The ex-employee made the complaint against her employer under the Unfair Dismissals Act 1977, after her job was terminated in 2023. According to the complainant, her employer “refused” to provide a reason for letting her go which, in turn, dealt “a severe blow” to her job search following the dismissal.  

The company has admitted that it dismissed the employee “without cause” and has now been held liable for this significant award, which is at the maximum jurisdiction of the WRC under the Unfair Dismissals Act 1977.  

The award granted to the complainant, totaling over €145,000, consists of two years of the worker’s total remuneration, including salary, pension contributions and professional association fees. The complainant was earning €63,000 when her job was terminated. 

Breiffni O’Neill, the WRC adjudicator on the case, found that the complainant had been unfairly dismissed. Given that the employee had been unsuccessful in securing a permanent job in the 18 months following the dismissal, the adjudicator stated that it would likely take another 18 months to secure a permanent role. On this basis, Mr. O’Neill awarded the maximum possible award of double the worker’s remuneration.  

Mr. O’Neill also stated it was no surprise that the ex-employee had struggled to find a permanent job following her dismissal. He explained that "jobseekers are typically asked in interviews about the reasons for leaving their most recent permanent position [and] potential employers would be very reluctant to offer the complainant a permanent role, especially a reasonably well-paid one, if she is unable to explain, because of the respondent’s refusal to do so, why she was dismissed". 

The importance of compliant procedures 

This case is a clear example of the continued importance of following fair and compliant procedures, particularly when it comes to dismissal. Whether a dismissal stems from a performance issue, gross misconduct, or a genuine redundancy situation, there must be a valid reason for letting an employee go.  

Implementing robust policies and procedures into your contracts and employee handbooks is one way to ensure compliance with Irish employment law. Additionally, training your managers in HR essentials and business policies can help to ensure that your workplace practices are up to scratch.  

As seen in this case, failure to manage the dismissal process in a compliant manner could lead to unwanted financial and legal consequences. Non-compliance poses serious risks to you, your business, and your employees.