Employers Need To Be Very Careful When Dismissing Staff
Unfair dismissals are not matters that should be taken lightly. Employers who are taken to court due for charges of unfair dismissals could waste a lot of company resources as well as be subjected to inconveniences that could otherwise have been avoided with the right precaution and advice. There is a piece of legislation that governs employee dismissals and employment rights in Ireland, the Unfair dismissals Act of 1977 was precisely enacted to provide employees a venue to appeal or seek justification for their dismissal. Although it does not necessarily protect the employees from dismissal, the Act mandates that employers particularly exhaust all options and provide an acceptable reason for termination. Otherwise, employers will have to ready to implement any one of the three remedies for unfair dismissals as ruled by the Employment Appeals Tribunal or the Labour Relations Commission.
Be Ready For Unfair Dismissals Cases
In case an employee or a number of employees launch an appeal for unfair dismissals, the employer should be ready to deal with the legal proceedings that would ensue. There are specific time limits and rules that should be followed and both employees and employers should comply with these requirements to pursue the labour dispute. It is important that the employers also have a solicitor not only to represent them in the legal proceedings but also to advice them as to what options they have and what course of action they should take. Should the verdict of unfair dismissals be handed down by the employment tribunal and the company does not have any other choice but to uphold employment rights with respect to the case in question, the solicitor may recommend after consultation with the company, a number of options to include reinstatement, reengagement, and compensation. Any employer, however sizeable the company might be, is not exempt from upholding employment rights as stipulated in the Irish labor laws.
Make Your Case
Hiring a qualified solicitor is an important step that any employer needs to take in order to handle any employment rights disputes. Competent representation by a qualified solicitor should be top priority if an employer is to be spared from the high costs and great inconvenience that an unfair dismissals case can result in. It will be the solicitor’s job to put together the necessary documentation in order to prove that the dismissal was done fairly with clear and justifiable cause. It would also be the solicitor’s job to negotiate with the concerned employees and plead the case in front of the tribunal in order to finish the case without much adverse effect on the company. Other than getting a competent solicitor to appeal and justify the dismissal and to prove that employment rights have not been violated, the employer does not really have much of an option at this point.
You Need To Know Employment Law
Any employer should never take employment rights for granted There are technicalities of employment that should be observed right from the inception of the employment contract to protect the employer from the possibility of facing an unfair dismissal case. At all costs, any employer should not be without a clear set of disciplinary procedures that should be followed and implemented in a reasonable manner to ensure that no employment rights are being violated.Â Hiring a solicitor to make sure that these matters are taken cared of would spare any employer a great deal of hassle, not having one would obviously expose an employer to legal risks that could very well be avoided.