Cashel Mulgrew, a courier who had worked for Napier Couriers Ltd (trading as Nügo and Fastway) for about a year and a half, won a claim for unpaid wages after the company docked €305 from his pay for a garage‑door incident. The incident occurred during a delivery to a Co. Mayo property in severe weather, when Mulgrew accidentally removed the door's roller while trying to keep it open. He denied any malicious intent and said the damage should have been covered by the company's insurance. After resigning in September 2025, he discovered the deduction had been made without written notice or supporting receipts. The tribunal, hearing the case under the Payment of Wages Act 1991, found the deduction unlawful and awarded him €305 in unpaid wages.
Tony Corrigan, a former by‑election candidate and solicitor who worked for Identity Digital Ltd, has lodged complaints with the Workplace Relations Commission (WRC) alleging unfair dismissal under the Unfair Dismissals Act 2014. He claims he was sacked on 7 March 2025 after raising a protected disclosure on 19 June 2024, being placed on a performance improvement plan on 10 September 2024 and facing a disciplinary process the following day. Corrigan also complains that the company failed to pay his salary between November 2024 and February 2025, stating that December 2024 was "pure vindictiveness" and that he received no pay that month. The WRC hearing focused on whether the statutory complaints under the Unfair Dismissals Act, the Payment of Wages Act and the Employment Equality Act were properly before the Commission. Owen Keany BL, representing Identity Digital, dismissed Corrigan's allegations as "complete fantasy" and argued that the non‑payment of wages complaint was time‑barred.
A senior manager at a major Indian IT firm has denied that his company lied to a client about the position of a former Irish employee on a project team. Derek Canning, a former IT project manager at HCL Ireland Information Systems Ltd, is challenging his alleged redundancy under the Unfair Dismissals Act 1977. The Workplace Relations Commission (WRC) heard that HCL Ireland let go all seven of its staff and contractors in 2024, following a €1 million discount on a major IT project for WestRock due to delays. Canning claims he was hired as a commercial project manager for the ERP system in Ireland and the UK, while HCL argues his role was limited to Ireland and later shifted to a UK-based manager. Canning presented screenshots of organisational charts showing his role, which HCL's representative, Ram Samant, claimed were shown to the client for confidence but not the final structure. Canning accused HCL of lying, while Samant stated they were positioning, not lying. The case has been adjourned for a future hearing.
A leading classical musician, John Finucane, is challenging the mandatory retirement age of 70 at the Royal Irish Academy of Music (RIAM) on grounds of age discrimination. The Workplace Relations Commission (WRC) has agreed to proceed with a full hearing into the claim, dismissing RIAM's argument that it had no jurisdiction to hear the case. Finucane, who has taught at RIAM since 1995 and has been a professor of clarinet for over three decades, was informed in late 2024 that the academy was following a policy mandating a retirement age of 70. He and his solicitors objected to this policy, arguing that he had not agreed to a retirement age of 70 and that colleagues had worked well into their 80s and 90s. Finucane filed an equality complaint in June 2025, and following discussions, he signed a fixed-term contract under time pressure. The adjudication officer ruled that the Employment Equality Act protects workers from future discrimination and that the matter should proceed to an investigation.
A letting agent, Morgan Kierans, was ordered to pay €14,750 for extreme discrimination against an alleged domestic violence victim who was refused a new rent aid form and claimed she had abandoned her tenancy by fleeing to a women's refuge. The Workplace Relations Commission (WRC) ruled that Kierans' belief that the tenant had vacated the property was lacking in credibility. The tenant, who had left the property temporarily for a refuge, was faced with mounting rent arrears when the letting agent refused to sign a new HAP application. The WRC adjudicator criticized Louth County Council for terminating housing assistance payments when the tenant's ex-partner quit the property, noting the catastrophic consequences for the family. Kierans was ordered to pay compensation and complete the HAP form if it was still outstanding.
In a ruling by the Workplace Relations Commission, Agnieszka Nowakowska, a social housing tenant at a Dublin apartment complex, was awarded €2,500 for discrimination after being denied access to the on‑site gym. Ms Nowakowska had moved into the complex in July 2025 and discovered that residents in Block 5, the social housing block, were not allowed to use the gym. She sought clarification from the property manager, Dillon Marshall Property Consultants, but received no response to her emails or registered letter. The tribunal found that the company had failed to respond to her correspondence and had denied her gym access solely because she lived in the social housing block, constituting discrimination under the Equal Status Act 2000. The adjudication officer, Niamh O'Carroll, ruled the complaint well‑founded and directed the payment of €2,500 in compensation for the breach of the Act.
Stephen Loughran, a production operator at Almac Pharma Services Ltd, has won his job back after being sacked for a punch-up with a takeaway driver in March 2025. The Workplace Relations Commission (WRC) ruled that his dismissal was unfair on both procedural and substantive grounds. Loughran was involved in a physical altercation with a driver after a late food delivery, which led to his sacking. The WRC found that the disciplinary panel had made errors in the process, including the concentration of functions in the site manager and the failure to investigate inconsistencies in witness statements. The adjudicator ruled that Loughran should be re-employed as a production operator or in an equivalent post, with the period since his dismissal treated as unpaid suspension.
The High Court has refused to surrender a Limerick man to Greek authorities, where he is wanted on human trafficking charges, after his lawyers objected to extradition on the basis of conditions in the Greek prison system. Jeremiah O'Brien is alleged to have facilitated the smuggling of 66 Middle Eastern people to Italy by speedboat. His lawyers argued that overcrowding in Greek prisons, with one prison at 164% capacity, was a concern. The court heard that the boat used was for pleasure purposes and had no life jackets, putting the occupants in danger. Mr Justice Seán Gillane agreed to send a letter to the Greek authorities to address the concerns about prison conditions. He ruled that the extradition should be refused, citing the conditions in Greek prisons as a reason.
A veteran security volunteer, Frank Purcell, who claimed he was dismissed by the Augustinian Order for warning church officials about 'rogue' relic traders, has been ruled ineligible to pursue an employment rights claim by the Workplace Relations Commission (WRC). The WRC found it has no jurisdiction to hear Purcell's complaint under the Unfair Dismissals Act 1977. Purcell's representative stated he was 'summarily dismissed without any reason or basis' after 16 years of volunteering. The church's legal team argued the dismissal followed a complaint by church-goers. Frank McDonnell of the Limerick Council of Trade Unions claimed Purcell was 'very badly treated' after 16 years of service, with no explanation for his dismissal. John Monaghan BL, representing the Order, noted Purcell's WRC complaint stated his weekly wages as '€0.00', arguing there was no employment relationship. Adjudication officer Peter O'Brien concluded there was no evidence of an employment contract and dismissed the complaint, stating Purcell had no legal standing to pursue the case.
A property company, MKN Properties Group, has been ordered to stop requiring tenants to disclose their financial details on housing assistance applications and has been directed to pay €7,500 in compensation to a tenant who challenged the practice. The Workplace Relations Commission (WRC) found that the company had breached the Equal Status Act 2000 by refusing to sign a rent supplement form unless the tenant provided full financial information to the Department of Social Protection. Tenant Greg Rogers, who had been living in the property for 18 years, had sent his landlord a copy of the form with part 9, which requires landlord details, left the rest blank, stating that those sections were between him and the Department. The landlord refused to sign the form without seeing the full application, leading to a dispute. The WRC ruled that the landlord's refusal to sign part 9 without the tenant's financial details constituted discrimination on housing assistance grounds.
Teacher Enoch Burke has launched a High Court challenge against the decision to refuse reinstating his employment at Wilson's Hospital School. Burke alleges bias and breach of fair procedure in the decision. He is challenging the decision of the Disciplinary Appeal Panel (DAP) and the procedures underpinning his dismissal. Burke, an evangelical Christian, was suspended and later dismissed over his conduct towards the then-principal regarding a request to use a student's new name and pronouns. He has spent over 700 days in prison for contempt of court orders barring him from the school and has accumulated significant fines. Burke argues that the DAP chair, Claire Callanan, should have recused herself due to her connection with the Church of Ireland, of which the school is a part. He also claims that as a lay litigant, he was at a disadvantage during his appeal. The court granted permission for judicial review and adjourned the matter to October.
The High Court adjourned a dispute between Muhammad Amjad and Imtiaz Khan, principal of IMK Law and IMK Property Investment Ltd, to October. Mr Justice O'Connell accepted an undertaking by Mr Cormack SC for non-contact between any party, family member, or associate, either directly or indirectly. The hearing addressed concerns raised by the plaintiff regarding a WhatsApp message sent by consultant Kamal Shah, who stated the contact was personal and unrelated to the case. The court also noted that IMK Law removed photographs from its website due to adverse publicity. Mr Amjad alleged an unlawful eviction, claiming Mr Khan arrived at the property in a threatening manner with eight individuals and a hammer. Mr Khan denied these allegations, stating he attended for a peaceful handover following a lease termination notice and that the property required extensive repairs. The parties had settled the dispute last week, but the matter returned to court due to concerns over potential interference. The judge accepted the non-contact undertaking and adjourned the proceedings.
A large retail store in the midlands has been ordered to pay €25,000 in compensation for disability discrimination to an employee with Alzheimer's. The Workplace Relations Commission ruled that the employer failed to provide reasonable accommodation for the worker's disability. The man had been employed since 2005 and was diagnosed with Alzheimer's in 2022. He was demoted and put on sick leave after his condition was noticed. The tribunal heard that the employer did not implement recommendations for written work instructions. The man did not return to work after six weeks of sick leave. The adjudication officer found that the employer failed to provide appropriate support and accommodations. The claim of harassment was not substantiated, but the employer was found to have failed in providing reasonable accommodations for the worker's disability.
A former seamstress at a youth fashion academy, Sharon Darcy, has won €1,000 in a constructive dismissal claim against Project Fashion Ltd. She alleged the workplace was toxic, with unsafe conditions for children and inadequate staff training. Darcy claimed she was forced to dismount a machine needle to free a child whose finger was impaled and faced job stress due to high staff turnover and poor working conditions. Despite a pay increase offer, she resigned after feeling betrayed when the company later retracted the promise. The tribunal found her case 'very marginal' but awarded her the sum, citing cumulative issues as persuasive. The company denied the allegations, with founder Paul Keeley stating he did not recall discussions about child safety.
A retired Irish‑speaking Garda sergeant from Donegal, Paul Wallace, has been granted permission by the High Court to challenge the Garda Commissioner's refusal to reinstate his Ghaeltacht allowance, which he claims costs him €249.38 a month in pension payments. Wallace, who served as a Garda from 1985 and was promoted to sergeant in 1993, was allocated to several stations in Gaeltacht areas, including Glencolmcille and Bun Beag, and later to Letterkenny. He received the allowance for four years from 2003 and applied for its restoration in 2007, but was refused because Letterkenny was not designated as a Gaeltacht area at that time. He argues the Commissioner erred in law by failing to consider all relevant factors and by treating Letterkenny unfairly. The case, his second this year, was adjourned to November by Justice Mary Rose Gearty after a judicial review was granted by Paul McGarry SC.
The High Court will decide whether to allow the media to publish the names of 340 former Christian Brothers in an effort to encourage survivors of abuse to come forward. The case was brought by a male survivor who was abused by Brother Liam Coughlan in the 1970s. Coughlan was previously jailed for 49 counts of indecent assault. The court heard that the current head of the Christian Brothers, David Gibson, has refused to act as a nominee for the congregation, making it difficult for litigants to bring legal action against the order. The plaintiff is seeking an order to compel the release of information that would help locate former members of the order. The court ordered Brother Gibson to use his powers to gather contact details for former members and adjourned the matter for a sub-service application for newspaper advertisements.
The Waterford Intellectual Disability Association (WIDA) has been ordered to pay over €320,000 in compensation to Fiona O'Neill, a senior manager, for alleged bullying and harassment by the former chairman. The Workplace Relations Commission (WRC) found that WIDA penalized O'Neill in a most egregious manner while being fully aware of her protected disclosures. The case involved allegations that the chairman attempted to replace O'Neill and that the external HR consultant's reports went beyond their terms of reference. The WRC awarded the highest sum ever under the Protected Disclosures Act, and directed WIDA to quash the reports, cease the interim CEO position, and offer O'Neill a full apology. The new board of WIDA has conceded all allegations and offered an unequivocal apology.
An ESB worker has been ruled out of time to pursue a claim for €42,000 in alleged unpaid overtime, according to a tribunal. The Workplace Relations Commission (WRC) found that Peter Lavelle, a training officer, was too late to challenge a 2023 pay policy change at ESB Networks DAC under the Payment of Wages Act 1997. Lavelle's union, Connect, argued that he was short by €42,000 between November 2023 and July 2025 due to a decision to stop paying overtime for travel time. Lavelle had previously received overtime payments for travel to training sites, but this changed in November 2023. ESB management claimed the figures were exaggerated and that the overnight arrangements significantly reduced the need for travel. The tribunal ruled that Lavelle's complaint was out of time and outside its jurisdiction, noting that the ESB had clearly communicated the decision to stop overtime payments for travel in November 2023.
A pharmacist who was dismissed within weeks of disclosing her pregnancy has won €50,000 in compensation for discrimination. The Workplace Relations Commission has ordered Rose Finlay Pharmacy (Tullamore) Ltd to pay the sum to Dikeledi Nkele Mushapho, who lost her supervising pharmacist role last year. Ms Mushapho said she was treated poorly after informing her employer of her pregnancy in February 2025. She claimed that her performance was unfairly scrutinized following the arrival of a productivity consultant at the workplace. Ms Mushapho said she was told she had to take a demotion or face dismissal. She was eventually dismissed in March 2025 after refusing the demotion. Adjudication officer Conor Stokes found that her dismissal was discriminatory and based on her pregnancy. He noted that Ms Mushapho was a credible witness and that her employer failed to provide any exceptional circumstances justifying her dismissal. The decision highlights the breach of the Employment Equality Act 1998 by the employer.
Two Somali nationals have been awarded legal costs after the State failed to enforce return orders within the required six-month period, according to a High Court ruling. Mr Justice Anthony Barr ruled that the applicants were entitled to their costs for judicial reviews against the Return Orders, as the State did not act within the statutory timeframe. The judge noted that the matter had become moot, rendering the judicial review proceedings inoperable. The Chief State Solicitor had previously informed the applicants that the matter could be struck out without an order on costs, but the applicants pursued their claim, arguing that the State's inaction was responsible for the delay. The judge emphasized that the State's failure to execute the return orders made the proceedings moot and entitled the applicants to their costs. The ruling highlights the importance of timely enforcement of legal orders and the consequences of State inaction.
The High Court adjourned a dispute between tenant Muhammad Amjad and landlord Imtiaz Khan, principal of IMK Property Investment Ltd, following a written settlement agreement. Mr Justice Micheál O'Connell remarked that "sanity has broken out" after hours of negotiation, agreeing to adjourn the matter to October. The case, which was expected to last four days, involved allegations by Mr Amjad that he was threatened with a hammer and explicit threats to strike him if he did not vacate the property within three minutes during an attempted eviction in February. Mr Amjad claimed his children were traumatised and that the lease termination notice was invalid. Mr Khan and IMK Property denied all wrongdoing, stating the claims were "extremely serious and entirely untrue." They submitted that the tenancy was terminated due to the extensive nature of repairs required for safety and welfare reasons, citing non-compliance with regulations found by Fingal County Council. Mr Khan denied carrying a hammer or issuing threats, noting no incident was reported to gardaí. The judge had previously urged both sides to settle, warning of reputational damage. Outside court, Mr Amjad's solicitor stated he was "delighted" with the settlement. The matter was adjourned, not concluded.
A single mother of three, Monsurat Balogun, has been awarded €14,500 in compensation after being unfairly dismissed from her administrative role at the Royal College of Physicians (RCPI). Ms Balogun, a project co-ordinator, was sacked in March 2025 on the grounds of 'serious performance failings'. However, the RCPI admitted during a hearing that the dismissal was unfair on procedural grounds. Ms Balogun described the emotional toll of the dismissal, including the impact on her children, who had to be removed from after-school activities due to financial strain. She also faced challenges in finding new work in her field, as she felt unable to seek a reference from her former employer. Ms Balogun had to change her career path and complete additional training to become a healthcare assistant. The adjudication officer, Penelope McGrath, acknowledged that while the RCPI identified performance issues, the dismissal process was flawed. The RCPI admitted the process was 'bad' but maintained that the dismissal was justified. Ms Balogun made efforts to find new work, and the adjudicator noted her determination despite the challenges she faced.
A worker, Gary Doyle, has won €500 in compensation after his employer, Valeo Foods, delayed paying his wages to a suspended bank account. Doyle, a night-shift general operative, encountered banking difficulties in 2025 and requested cash payments, which were refused. His wages were sent to the suspended account, leading to serious financial hardship. The Workplace Relations Commission ruled that Valeo Foods breached the Payment of Wages Act 1991 by waiting for the bank to return the funds before paying his back wages. Doyle was entitled to receive his wages in one lump sum when he provided new account details, but the delay caused significant financial strain. The adjudicator awarded €500 in compensation for the delay in paying his wages for weeks 40 to 42. The employer argued that cash payments were not feasible, but the court accepted that the wages should have been paid promptly upon providing new account details.
Tommi Wong, a senior sales manager, won €51,000 from Deel Ireland EOR Limited for employment rights breaches after his employer allegedly threatened him with job loss if he took parental leave. Wong claimed that his leave was withdrawn shortly after he was told there might be no role available upon his return. After returning from leave, he faced punitive measures, including a performance improvement plan and a final written warning. The Workplace Relations Commission found that Wong suffered discrimination on the grounds of family status and penalization for exercising his right to parental leave. Additional awards were made for breaches of Sunday premium pay and unpaid pension contributions. The total compensation awarded was €51,004.20, reflecting the various employment rights violations alleged by Wong.
Maynooth University administrators failed to act on a pay gap between the managers of its golf and GAA programmes, a tribunal has found. Barry Fennelly, the golf programme manager, alleged gender discrimination in relation to salary. The pay gap between Fennelly and Ms X, the GAA development manager, widened to over €16,000 at one point. The tribunal found that the disparity was rooted in an anomaly rather than discriminatory intent. Fennelly was on a lower pay scale compared to Ms X, who was granted a higher salary when made permanent. The pay gap had closed to €2,433 a year by 2024 after Fennelly was promoted. The adjudication officer noted that the university was aware of the potential issues but did not take action. She had no power to address the historic pay differential under equality law.
The High Court heard a dispute between tenant Muhammad Amjad and landlord Imtiaz Khan, principal of IMK Property Investment Ltd, regarding an alleged unlawful eviction. Mr. Amjad, a father of six, alleges that on February 28, Mr. Khan arrived at their rental property in Ongar Village with eight individuals and a hammer, issuing explicit threats to strike him if he did not vacate within three minutes. He claims his children were visibly traumatised and seeks a declaration that the lease termination is invalid, along with an interlocutory order to prevent eviction. Mr. Khan and IMK Property deny these claims, describing them as entirely untrue and causing reputational damage. They submit that the tenancy was terminated due to extensive repair needs identified by Fingal County Council, including gas safety checks, and that the family was properly served with notice. Mr. Khan asserts no coercive campaign occurred and that no incident was reported to gardaí. Mr. Justice Micheál O'Connell suggested the matter was suitable for mediation, warning both parties they might regret their "red lines" given the reputational implications and witness testimony. However, following morning negotiations, the case was to continue. The trial is scheduled to last four days. In March, the court had already granted temporary orders restraining interference with the family's quiet enjoyment of the premises.
A migrant construction engineer, Dongming Hou, has been awarded €14,000 for employment rights breaches after working 10-hour days for under the minimum wage. He was employed by Buildify Construction and Technology Limited on the basis of assurances that the company would assist him with a work permit. During his probationary period, he was paid €1,600 a month for an 8am to 5pm workday, with a pay rise promised after completing probation. However, his actual working hours exceeded the agreed upon time, with tasks going beyond engineering functions to include painting, electrical work, and plumbing. Evidence from WeChat group messages showed that his average working week was 56.76 hours. Despite this, his pay remained unchanged. The adjudication officer accepted the WeChat records as credible and ruled that there was a continuing underpayment throughout the employment. The total award included €12,151.34 for arrears of pay and €2,106 for accrued annual leave.
A Marks and Spencer worker, Mark Brennan, has won a challenge against his dismissal after his then-wife secretly copied and shared his staff discount card with her family and friends. A Workplace Relations Commission (WRC) adjudicator ruled that the dismissal was disproportionate and unfair. The adjudicator, Michael McEntee, noted that while Brennan was careless in allowing his ex-partner access to the discount card, the company's response was excessive. Brennan's discount card was used 73 times over six weeks, with only one transaction linked to his own card. M&S argued that internal auditors flagged serious anomalies, but the adjudicator found that the company overreacted. Brennan was immediately informed of the misuse and offered to repay the €464.39 in discounts claimed. The adjudicator awarded Brennan €2,000, reducing the original €4,000 by 50% due to his contribution to the incident. The decision highlights the need for a balanced approach in disciplinary actions, especially in cases involving personal relationships.
A teacher is pursuing a 24-year-old gender discrimination claim against UCD, alleging that the university refused him a place on a Master's course despite him being "more qualified than at least the least-qualified" woman who was chosen ahead of him. Patrick Kelly of Edenderry, Co Offaly, applied to the High Court today seeking permission to cross-examine the university's director of legal services, Julian Bostridge. Ms Justice Mary Rose Gearty fixed a date in May 2027 for the hearing of the motion. Ms Justice Gearty set a further date of 15 July for the substantive hearing of the matter, at which time it will be 25 years old. Mr Kelly has taken his case against University College Dublin, National University of Ireland, Dublin, with the Director of the Equality Tribunal as a named notice party. He submits that when he applied for a place on a social sciences Masters course in March 2002, he was "under-marked" because of his gender and discriminated against during his course interview.
A senior lab technician, Edson Simoa De Morais, has lost his challenge to his dismissal after being found asleep in a first aid room and contaminating it with lead dust from his work gear. The Workplace Relations Commission rejected his claim under the Unfair Dismissals Act 1977, ruling that there were substantial grounds for his dismissal due to his conduct and failure to comply with health and safety protocols. The company's investigation found that he used the first aid room for non-medical purposes, including sleeping, and actively endangered others by wearing lead-contaminated gear. Despite his legal team's arguments about his workload and the company's safety practices, the adjudicator found that his actions warranted dismissal. The court noted that the first aid room had to be decontaminated after the incident, and the disciplinary process was upheld on internal appeal.
Mary Kenneally, a seamstress who worked for 17 years at a Cork shop, has won over €76,000 in redress after being unfairly dismissed by her employer. The Workplace Relations Commission (WRC) ruled that Carr Sewing Machines Limited had breached her employment rights by cutting her hours and forcing her out of her job. Kenneally, who was 67 years old, had been offered a full-time position elsewhere but was only given one day a week by the new employer. The tribunal found that the company had no mandatory retirement age and that Kenneally had been treated exceptionally poorly. The WRC awarded her €67,000 in compensation for unfair dismissal and additional sums for breaches of the Payment of Wages Act, the Terms of Employment (Information) Act, and the Organisation of Working Time Act. The case highlighted the employer's failure to provide proper working conditions and the impact of the dismissal on Kenneally's ability to find new employment.
Lois West, a senior Garda analyst, has settled her employment rights claims with the State after a 2.5-year legal battle. The case, which was reopened at the Workplace Relations Commission (WRC), saw both parties reach a confidential agreement, ending the proceedings. Ms West had previously testified to the Oireachtas about errors in official homicide data and claimed she faced workplace penalties for doing so. Her legal team confirmed the settlement, while the State's legal representatives objected to any public commentary on the outcome. The statutory complaints against the Commissioner of An Garda Siochána, the Government of Ireland, and the Minister for Public Expenditure and Reform have been withdrawn. The case had faced previous setbacks, including a collapsed inquiry and a change in adjudicators. Ms West had alleged a years-long continuum of whistleblower penalisation, including failure to protect her from harassment and unfair treatment. The adjudicator, Penelope McGrath, expressed relief at the settlement and wished Ms West well in her future.
The former CEO of Inland Fisheries Ireland, Francis O'Donnell, faced disciplinary action after an internal investigation found that he had given inappropriate assistance to a candidate applying for a senior post. The investigation revealed that O'Donnell had forwarded interview questions to the candidate and had advised them on how to amend their cover letter and CV. O'Donnell claimed that he had been mentoring the candidate and that the disciplinary process was an act of whistleblower penalisation. The tribunal heard that an independent investigation by RSM concluded that O'Donnell had given inappropriate assistance to the candidate, who ultimately got the job. O'Donnell denied the allegations and claimed that the process had not been fair, as the confidentiality of the investigation was breached. The tribunal adjourned the hearings until Monday, with the adjudication officer to consider the case under the Protected Disclosures Act 2014, the Payment of Wages Act 1991, and the Unfair Dismissals Act 1977.
Brian O'Connor, a criminal with 167 previous convictions, stabbed a 55-year-old motorist five times with a screwdriver before hijacking his vehicle in Dublin in August 2025. O'Connor pleaded guilty to seizing a vehicle by force and assault causing harm. The victim was threatened with death by O'Connor and another man, who then stabbed him before fleeing in the car. The victim was injured and frightened, and the car was driven recklessly before the men fled. O'Connor, an inmate at Wheatfield Prison, has been in custody since the offence. Judge Orla Crowe adjourned the case until November to allow for a probation report to be prepared. O'Connor's defence highlighted his difficult childhood, drug and alcohol issues, and recent efforts to seek treatment and recovery. He has handed in a letter of apology and is now an enhanced prisoner working in custody.
A tech worker who was promised a €150,000-a-year salary but received only €11,500 over eleven months has been awarded €126,000 in back pay by the Workplace Relations Commission (WRC). The employee, who left a permanent job to join the tech firm, faced severe financial hardship, including falling behind on mortgage payments, electricity bills, and loan repayments. She was unable to heat her home during freezing weather and faced marital difficulties due to the financial strain. The CEO of the company assured her that wages would be paid in full, but no payments were made beyond the initial €11,500. The WRC found that the worker was owed 11 months of salary at €12,500 per month, less the €11,500 already paid. The adjudicator noted that the company did not attend the hearing, and the decision was based on the worker's uncontested evidence. The case highlights the importance of timely wage payments and the consequences of non-compliance with the Payment of Wages Act 1991.
An asylum applicant who claimed persecution by the Taliban had his refusal quashed after a judge found that inconsistencies in his knowledge of Afghanistan could be due to his young age when he made his application. The applicant, born in 2002, left Afghanistan in March 2021 and arrived in Ireland in October 2022. He applied for international protection, claiming refugee status due to persecution by the Taliban. During his application, he completed a questionnaire and was interviewed by an International Protection Officer (IPO) in January 2024. The IPO found inconsistencies in his account of his region, workplace, and geography, affecting his credibility. The applicant described houses in his village being burnt, but these descriptions were not consistent with external information, and documents he provided could not be verified. The IPO concluded he failed to provide sufficient detail. The applicant, now 24, challenged the decision in the High Court.
A worker who was denied a reduced working week after being diagnosed with a migraine condition has won €20,000 in an Irish legal first. South Munster Money Advice & Budgeting Service CLG was ordered to pay the sum to the employee, Laura Beresford, on foot of a complaint alleging disability discrimination in breach of the Employment Equality Act 1998. Ms Beresford told the Workplace Relations Commission (WRC) that she fell ill in April 2024 and was diagnosed with vestibular migraine, which caused headaches, nausea, and fatigue that significantly impaired her ability to function. After three months out sick, she returned to work in July 2024 and presented a letter from her GP advising that a reduction in her working hours would help her manage the condition. She formally sought a reduction in working hours from a five-day, 35-hour working week to 28 hours over four days, with one day working from home. The arrangement was supported by an occupational health assessment commissioned by her employer.
The Workplace Relations Commission hearing concerning employment complaints by Siobhan Fanning and Sandra Breen was adjourned to a later date by Adjudicator Eileen Campbell following the evidence-in-chief of Ms Breen. The applicants, represented by DJM Legal, allege ageist discrimination, unfair dismissal, and breaches of employment rights arising from the merger between Callan Stringer & Co and MG Business Advisory Services Ltd. They claim they were excluded from the business transfer while a younger colleague was retained, despite assurances of continuity. The respondent denies these allegations, attributing the failure to register the women with Revenue to an administrative error during a unique transfer process. The hearing remains at the hearing_or_decision stage, with no final determination, plea, finding, or sentence recorded. The matter is not concluded and awaits further proceedings.
The mother of a teenage sex assault victim has secured €2,500 in an employment rights case after her employer revoked a part-time remote work arrangement without proper notice. The decision, made under the Work Life Balance and Miscellaneous Provisions Act 2023, marks the first time a worker has received compensation for not being given four weeks' written notice for the termination of a remote work deal. The worker, who had been granted permission to reduce her in-office days from five to three, was told to return to the office with only one day's notice. She had requested the arrangement to support her daughter, who was sexually assaulted at school and was undergoing medical and legal processes. The tribunal found that the employer breached the act by not following the required notice provisions. The adjudication officer noted the worker was ignored when she asked for clear reasons for the revocation and that the managing director denied the existence of the agreement. The worker described a hostile work environment after the remote arrangement was revoked, including micromanagement and pressure.
A French national, Tarak El-Hemissi, sexually assaulted a patient in a Dublin hospital shortly after arriving in Ireland. El-Hemissi, who has a history of paranoid schizophrenia and had stopped taking his medication, pleaded guilty to the assault. The incident occurred while the victim was waiting for a psychiatric assessment. El-Hemissi approached the victim, touched her arm, and then exposed himself, asking her to perform oral sex. The victim managed to alert hospital staff, and El-Hemissi was taken into custody. French authorities have offered to pay for his return to France for treatment. The court heard that El-Hemissi has a long history of mental health issues and has been admitted to psychiatric hospitals in France multiple times. The judge noted that the assault was not at the lower end of the scale, given the victim's vulnerable state as a patient in a hospital. The case was adjourned until October for further reports and sentencing.
A senior Aer Lingus manager, Captain Eamon Kierans, denied that a disciplinary investigation into a pilot he demoted was a 'whitewash' of alleged whistleblower penalisation. The pilot, Declan McCabe, claims the disciplinary process was penalisation for complaining about a senior pilot, Captain Colm Wynne, who was involved in investigating safety reports. During the disciplinary hearing, Captain Kierans was questioned about his knowledge of protected disclosures and admitted he needed to be reminded of what they were. He stated that the disciplinary investigation focused on the incident involving the failed radio navigation beacon and did not consider the protected disclosure. The adjudication officer has adjourned the hearings pending the selection of resumed dates later this year. The parties dispute the most likely reason for the 8 June 2023 event, which was ultimately determined to be a 'low severity' occurrence.
Ciprian Constantin, a Romanian national of Roma ethnicity, lost his discrimination claim against Cobh Youth Services CLG, trading as Re-Store, before the Workplace Relations Commission. The adjudicating officer, Lefre de Burgh, rejected the complaint under the Equal Status Act 2000, finding no link to race or ethnicity in the incident. Constantin alleged he was harassed and barred after demanding a refund for a faulty printer he did not have in his possession. The shop's operator denied discrimination, arguing he was lawfully refused service for aggressive behaviour. Evidence from shop worker Saoirse McCarthy indicated Constantin demanded a refund without the item and made threatening remarks. The adjudicator accepted McCarthy's evidence that Constantin's conduct was aggressive, noting that videos provided by Constantin contradicted his claim of remaining calm. She stated that not getting one's way after forcefully demanding it does not indicate discrimination. Constantin eventually secured a refund two weeks after the incident. The matter was decided at the hearing stage, with the adjudicator's decision published today.
Two married women have taken a High Court challenge over a decision by the Minister for Foreign Affairs to refuse an Irish passport for their son, who was born with the assistance of a UK fertility clinic. One of the applicants is an Irish citizen living in the UK in a lawful same-sex marriage and is the legal parent to her child, named as 'parent' on the birth certificate but not as mother. The other parent, who gave birth, is named as the mother. The applicants argue that the State does not recognise the parentage, parental rights, and family status of the Irish citizen for citizenship through descent. They seek a High Court declaration that the Irish applicant is the lawful parent to their child under Irish law and an order compelling the department to grant citizenship by descent to their child. The applicant was born in Northern Ireland and the couple engaged in shared motherhood IVF in the UK. The Department refused the passport based on its definition of 'parent'.
A number of cases scheduled for hearing at the District Court Appeals Court were adjourned today due to the ongoing withdrawal of legal aid services by solicitors. Both appellants and counsel informed the presiding judge, Fiona O'Sullivan, that their solicitor was not available when their cases were called. One solicitor present in court explained that they had withdrawn their services from legal aid cases. Judge O'Sullivan acknowledged the solicitor for providing this information to the court. It was reported that solicitors had refused to carry out criminal legal aid work in the Central and Circuit courts during Wednesday, Thursday, and Friday of last week. This action was in response to a dispute over proposed legal aid reforms that involve changes to solicitor fees. The ongoing legal aid dispute has caused significant disruption to the court system, with several appeals being affected and further delays expected unless a resolution is reached.
A Prison Service officer, Norman Mullen, has won compensation after the Prison Service failed to show up for a Workplace Relations Commission (WRC) hearing. Mullen was awarded three weeks' wages for the breach of his employment terms. He had been moved from a 'no nights' roster without his agreement or notice. The WRC tribunal found that the Prison Service had acted in breach of the Terms of Employment (Information) Act. The adjudicator noted that the Prison Service did not appear at the hearing and that Mullen's evidence was accepted in full. The tribunal ordered the Prison Service to ensure compliance with the Act and to provide notice of contract changes. Mullen's case highlights the importance of proper communication and adherence to employment terms in the workplace.
A veteran Coast Guard rescue helicopter crewman, Adrian O'Hara, won €50,000 in compensation for disability discrimination after being grounded for five months despite being cleared for duty. O'Hara, who worked as a winch operator, suffered a degenerative shoulder condition and was advised by a specialist to return to work by March 2024. However, CHC Ireland DAC conducted a risk assessment that concluded he could not return to flying duties due to his medical restrictions. O'Hara argued that the risk assessment was a 'paper exercise' and that a practical assessment should have been conducted. He continued to report for work until May 2024, when he was placed on medical leave. A subsequent practical assessment confirmed he was fit to return to work. O'Hara filed a grievance, which was upheld, and the tribunal ruled that CHC discriminated against him by delaying his return to work and failing to consult him on reasonable accommodations. The adjudication officer ordered CHC to review its processes for returning staff to work after medical absences.
A 31-year-old man was jailed for assault causing harm and making threats to kill his pregnant partner during a brutal 20-minute attack. The victim, who was four months pregnant, described being kicked in the stomach, punched, and choked by the defendant, who repeatedly threatened to kill her and the baby. The assault occurred in July 2025, and the victim was found in a parked car with her children and a support worker, showing signs of severe bruising and swelling. The defendant, who had 98 previous convictions, including drug and road traffic offences, was arrested and later taken to a garda station, where he joked about not being able to stand up in court. The victim's impact statement highlighted the trauma she experienced and the loss of trust in her former partner. The defendant, who claimed to be in treatment for addiction, apologized and expressed a desire to stay away from the victim and her family. The unnamed 31-year-old pleaded guilty.
A judge has warned a pregnant woman that she will face jail if she steals again, after rejecting her claim that she was distracted by funeral arrangements following the death of her father-in-law. Emma Baker (33), of Heather Lawn, Ballinteer, Dublin 16, pleaded guilty to stealing €423.76 worth of clothing from Marks & Spencer and a pair of Puma Club 2 Era runners worth €70 from Elverys Sports at Dundrum Town Centre. Defending counsel, Michael O'Brien BL, told Dún Laoghaire District Court that the offences occurred on August 12, 2025, the same day Baker learned that her father-in-law had died. Judge Anne Watkin responded: "And because of that she decided to take a pair of shoes?" Mr O'Brien said Baker had funeral arrangements on her mind at the time. The judge replied: "She didn't have only funeral arrangements on her mind. She had a pair of shoes on her mind." Mr O'Brien said Baker had no issues with drugs or alcohol, was unemployed and was heavily pregnant.
Trade unionist Brendan Ogle is pursuing a new case under workplace equality law against Unite after a disability discrimination action was dismissed by the Labour Court last year. A second statutory complaint by Mr Ogle under the Employment Equality Act 1998 against Unite the Union is listed for hearing at the Workplace Relations Commission (WRC) next week. The allegation at the centre of the complaint is understood to be one of workplace victimisation linked to Mr Ogle's disability discrimination case at the WRC in 2024. Mr Ogle had alleged in a complaint under the Employment Equality Act 1998 that he was sidelined at work in summer 2022 after being treated for a "very aggressive" throat cancer, which saw him lose four and a half stone in weight while "living off fluids for six months". The WRC rejected the case following a 10-day hearing in Dublin, during which over a dozen witnesses gave evidence – including Mr Ogle and senior Unite officials based in Ireland and the UK.
A senior Aer Lingus manager, Captain Conor Barrett, has explained that a second error in a disciplinary investigation report, which appeared to support a pilot later demoted by the airline, was due to a spelling mistake. The error occurred in a passage where he wrote: "A review of the safety manual and the operating manual indicates a strong structure to believe this viewpoint." This was in reference to the view of pilot Declan McCabe, who argued that the company safety manual allowed him to use his judgment to file a report after an incident on a flight into Dublin airport. Captain Barrett clarified that the word 'believe' was a mistake and should have been 'belie'. Earlier, a typographical error had also been highlighted by adjudicator John Harraghy as significant and unexplained. On Wednesday, Barrett stated that when he used the word 'belies' elsewhere in the report, he meant something different. The tribunal was hearing the 11th day of evidence in a whistleblower penalisation claim brought by McCabe.