The civil trial concerning alleged negligent mismanagement of the Irish Nationwide Building Society (INBS) by former managing director Michael Fingleton has concluded at the High Court. The Irish Banking Resolution Corporation (IBRC), acting as liquidator, alleged that Fingleton, who led INBS from 1971 to 2009, approved five speculative property loans between 2006 and 2008, resulting in losses. IBRC sought approximately €250 million in damages for these specific loans, despite estimating total related losses at €6 billion. Fingleton, represented by his wife Eileen Fingleton and son Michael Fingleton Jr. under powers of attorney, denied the allegations of negligent mismanagement. Due to ill health following a stroke, Fingleton was unable to give evidence. The trial, which began in May and involved 41 days of evidence and 1.6 million documents, ended with closing submissions. Counsel for IBRC argued that Fingleton exhibited a 'blasé' attitude toward regulatory warnings and gambled with the society's funds. Conversely, defense counsel highlighted significant missing documents and uncalled witnesses as unfairness. Mr Justice Michael Quinn has reserved judgment, indicating he will deliver his ruling as soon as possible. The matter is therefore adjourned pending this decision, and no final determination has been made.
A graphic designer, Austin Lambe, who worked for 12‑and‑a‑half years at Irish Vintage Scene Ltd (Print More) in Oranmore, Co. Galway, claimed constructive dismissal after a toxic workplace under owner Tom Heavey. Lambe said Heavey's behaviour was hostile, micromanaging, and he was often denied basic courtesy. After an argument over a broken printing machine on 12 September 2024, Lambe announced he was leaving and sent a notice. He received a text from Heavey confirming his resignation. Lambe's doctor advised a break, and he did not submit a formal notice. The Workplace Relations Commission upheld his complaint under the Unfair Dismissals Act 1977, awarding €19,055.40 in compensation, citing prolonged oppressive conduct that directly affected his health. The company did not attend the hearing. The decision was made by adjudicator Úna Glazier‑Farmer.
An adjudicator awarded a care worker €16,800 in compensation for whistleblower penalisation after he was dismissed by a disability respite centre in the midlands. The worker alleged that on 17 December 2022, he was left alone to manage a non-verbal boy who was self-harming and aggressive, using beanbags and foam pads due to inadequate protocols. Two days later, after raising concerns with the programme manager, the worker was ordered off the site and summarily dismissed. The centre's management, represented by Des Kavanagh, alleged the worker's evidence was fabricated and that the incident was short-lived. However, a supervisor corroborated the worker's account, stating the incident lasted at least 30 minutes and that safety equipment was inadequate. Adjudicator Brian Dalton found that the worker was dismissed for making a complaint about his lack of equipment to handle the challenging situation. He determined that the employment would have continued but for the complaint. The adjudicator found the centre in breach of the Safety, Health and Welfare at Work Act 2005 and awarded six months' gross pay. He also upheld a complaint under the Protected Disclosures Act 2014 but made no further award to avoid double recovery. The adjudicator noted he could not rule on the adequacy of the centre's protocols due to the absence of expert witness testimony.
An Indian national, Ayyappan Govindaraj, 41, was sentenced to 20 months' imprisonment for unlawfully assisting two other men to enter Ireland. The court heard that on 7 June 2024, an immigration officer at Dublin Airport was approached by the two men who claimed to have lost their passports. Govindaraj presented an Indian passport and a genuine seaman's book, claiming he was to join a vessel, but the officer found no evidence of such a ship and noted the men had no return flight. The men were initially denied entry but were later allowed to apply for international protection; however, they have not been seen since leaving the airport and did not apply for protection. The judge, Patricia Ryan, noted no financial gain or coercion and backdated the sentence to the arrest date. The case is one of the first prosecuted under the Immigration Act's section 4. Ayyappan Govindaraj pleaded guilty.
Maria Moldovan, 51, pleaded guilty to stealing €610 worth of groceries from Dunnes Stores on 7 February and €300 worth of clothing from Penneys on 3 May 2024. Security staff stopped her after she placed items in bags and left without paying; Gardaí arrested her at the scene and she was taken to Tallaght Garda station. The items were recovered in resaleable condition. Moldovan, originally from Romania and living in Ireland for ten years, has no prior convictions. She claimed she "didn't know what came over her." The court ordered a probation report and adjourned sentencing to 9 January 2026.
James 'Mago' Gately, a Hutch gang member, will have his Coolock house auctioned by the Criminal Assets Bureau after he spent €440,000 on refurbishments while not working since 2015. The High Court, with counsel David Dodd BL for the CAB, confirmed the sale on November 12, with a guide price of €295,000, and the case will return to court on November 19. Gately's former partner, Charlene Lam, a self‑employed beautician, is also a respondent; both denied wrongdoing. The property was seized in April, repaired after a court order, and the High Court found the home's equity largely derived from crime proceeds. Gately purchased the house in 2013 for €125,000, and the CAB alleges links to armed robberies, gangland murders and drug dealing, though he has never been convicted of serious offences. The sale will determine the distribution of the property's proceeds.
Corporal Darren McNelis, an applicant and army reservist, secured €400 in compensation from the Minister for Defence following a Workplace Relations Commission (WRC) hearing. The adjudicator found that Cpl McNelis was entitled to reimbursement for full-time training under the Payment of Wages Act 1991. He alleged that systemic, policy-driven delays left him short €4,799.25 between November 2024 and January 2025, causing severe financial hardship. While the State initially argued the WRC lacked jurisdiction due to the voluntary nature of reserve service, senior counsel later conceded a limited jurisdictional basis. The adjudicator noted there was no dispute that Cpl McNelis did not receive several weekly payments due in late 2024 until January 2025. She directed the Minister for Defence to pay the €400 compensation, deeming it reasonable in the circumstances. However, the adjudicator stated she had no jurisdiction to grant Cpl McNelis's other requests, including a formal written apology from the Department of Defence. The decision is noted as significant because compensation awards exceeding the economic value of unpaid wages are rarely granted by the employment tribunal.
Online news outlet Gript Media Limited has been granted permission by the High Court to challenge the Press Council's decision to uphold a June 2025 ruling that an article titled "Inside the DCU SPHE Course – Fisting, writing sex scenes, porn terms examined" breached journalistic codes. Gript seeks to quash the Press Council's decision and obtain a re‑hearing, arguing that the Council applied the wrong standard of review and denied Gript a fair oral hearing. The article, published on 4 October 2024, described a viral video and the responses of Minister for Education Norma Foley and the funding context for the DCU SPHE/RSE graduate diploma. The Press Ombudsman found that Gript had no evidence that DCU had instructed teachers to replicate sexually explicit exercises in classrooms. DCU's complaint was upheld, and the High Court adjourned the matter to November. The case involves the Press Council, the Press Ombudsman and Dublin City University as notice parties.
Nadine Lattimore, a legally blind former Paralympian who has used a guide dog since 2017, brought an equality claim against Centra on Parnell Street in Dublin 1 under the Equal Status Act 2000. She alleged that on 18 December 2024 she was stopped at the shop entrance for 15 seconds because staff said dogs were not allowed, and that she was denied access. The WRC found that the incident was a brief lapse that was immediately corrected; the shop had a policy to restrict dogs due to past incidents with aggressive dogs, and staff were trained on the policy. The adjudicator agreed that the brief incident did not amount to discrimination and rejected the claim, ruling that the shop did not engage in prohibited conduct. The decision was published on 13 October 2025.
An intensive care nurse at Mayo General Hospital has received a fully suspended sentence at Castlebar Circuit Court for forging prescriptions to obtain painkillers. Sinéad Donohoe, aged 42, of Scrigg, Ballyhaunis, pleaded guilty to two counts of theft and four counts of forgery, representing 112 charges overall. Between September 2019 and February 2021, she stole three prescription pads and used forged prescriptions across pharmacies in Ballyhaunis, Ballaghdereen, Claremorris, Castlebar, Castlerea, Knock, and Kiltimagh to obtain Solpadol. Judge Eoin Garavan imposed a headline sentence of two years, suspended in full for 16 months, citing mitigating factors including her low reconviction risk and positive employment history. The judge noted Donohoe's struggle with endometriosis and workplace stress during the Covid-19 pandemic, describing her as dealing with addiction whilst employed in challenging frontline conditions. Her nursing registration has been suspended and she is currently not working. She has no previous convictions and is a married mother of two.
A Tibetan monk, whose identity is protected, appeared before the High Court to challenge the State's refusal to grant him asylum in Ireland. He claims he fled China in April 2016 for political reasons, lived in Nepal until September 2024, and arrived in Ireland in October 2024 where he applied for international protection. His asylum application was rejected in January 2025, and he sought to appeal to the International Protection Appeals Tribunal (IPAT). He alleges that extraordinary circumstances—specifically the bombing of a Sudanese legal secretary's home and the death of a close family friend—caused a delay in filing his appeal within the 15‑day deadline. IPAT denied an extension and later refused to reconsider the appeal, stating it lacked jurisdiction. The monk's legal team argues that significant extenuating circumstances warrant reconsideration, and the case was adjourned to next week for an update.
A Central Bank manager fired forensic investigator Nigar Babayeva after learning she had complained to HR. Babayeva is pursuing claims under the Protected Disclosures Act 2014 and the Unfair Dismissals Act 1977 before the Workplace Relations Commission. The dispute was first disclosed at a public hearing today. The bank's lawyers had sought a closed‑door hearing last year. Ms Babayeva's solicitors filed two complaint forms with different termination dates – July 2023 and July 2024 – which the bank's lawyer, Niamh McGowan, criticised as inconsistent. Babayeva alleges whistleblower penalisation because the bank delayed her probation appeal to allow an internal investigation. The bank argues the manager who fired her had no contractual authority. The case is adjourned, with parties given six weeks to exchange legal submissions before the next hearing.
The Workplace Relations Commission has upheld the dismissal of Valerie McDonagh, a human resources officer at the Society of St Vincent de Paul Council of Ireland. Ms. McDonagh claimed her termination in July 2024 constituted whistleblower penalisation under the Protected Disclosures Act 2014 and unfair dismissal under the Unfair Dismissals Act 1977, alleging she was let go after raising concerns about the vetting documentation of a new hire, referred to as 'Mr X'. The adjudicator rejected these claims, finding that the dismissal was based on genuine performance issues during her probation, specifically her communication style. The charity's head of HR, Briona Sheils, testified that Ms. McDonagh's approach was 'too sharp' and lacked the emotional intelligence required for the role. The adjudicator noted that while Ms. McDonagh argued her dismissal was retaliation for highlighting gaps in Mr X's overseas vetting, the evidence indicated the employer had a legitimate basis for the decision unrelated to any protected disclosure. The adjudicator also noted there was no evidence that Mr X posed a risk to children. Ms. McDonagh's complaints, which also included a claim under the Terms of Employment (Information) Act 1994, were dismissed. The decision concludes that the respondent's concerns regarding the complainant's inability to adjust her communication style provided a valid reason for probationary dismissal.
In a tribunal hearing, Anne Doyle, a call‑centre worker dismissed by phone after 23 years with Applus Car Testing Ltd., secured €13,200 in compensation. Doyle had been absent from work since 4 December 2020 following a fall and subsequent medical investigations that revealed a complex condition involving lower back pain and hand tremors. She had attempted to negotiate a return to work on reduced hours or from home, but the company rejected these options. On 7 February 2024, a human‑resources manager terminated her employment over the phone. Doyle appealed, presenting medical evidence of improvement, but the appeal meeting was dismissed as a "joke." The adjudicator, Catherine Byrne, found that Applus failed to respond to the Workplace Relations Commission's notice and had not appeared at the hearing. She ruled that Doyle's dismissal was linked to her disability, upheld the disability‑discrimination complaint, and awarded €11,000.
Teacher Úna Dunphy, a Waterford City youth worker, secured €55,000 in compensation for unfair dismissal after a 17‑year dispute with the Waterford and Wexford Education and Training Board (WWETB). The Workplace Relations Commission (WRC) found that Dunphy had not proven whistleblower penalisation, despite claiming her dismissal was linked to reporting concerns about external funding from 2008. Dunphy had been employed at the Waterford Youth Training and Education Centre (WYTEC) since 2002 and later transferred to the Subla YouthReach centre in 2013, a move she described as temporary and protested. She was dismissed in April 2019 for gross misconduct, following a period of work‑related stress and a protected disclosure to Minister John Halligan. The WRC awarded her €55,000 and an order for four months' pay that had been withheld, citing the employer's failure to provide a fair hearing or consider alternatives to dismissal. The decision was issued after extensive documentation and hearings spanning from 2023 to 2024.
In a High Court hearing on 6 October 2025, a man in his 40s, whose name is protected by a Circuit Court anonymity order, applied to have a 43‑page report read by the court. The report, compiled with an artificial‑intelligence tool, was part of his attempt to halt prosecution for harassing his ex‑wife and her parents. Judge Mary Rose Gearty expressed concern that the AI tool could reveal the identity of alleged victims, potentially breaching the anonymity order. The man claimed he had been coerced into pleading guilty and that his former legal team had pressured him. The DPP's counsel opposed the inclusion of the report in the judicial review, arguing it was inappropriate to reopen the case. Judge Gearty agreed to read the report and would decide later in the month whether a new hearing is needed. The case remains at the judicial‑review stage.
A veteran detention centre worker, diagnosed with Stills Disease in 2008, was denied a senior post in a 2021 promotion competition. He claimed the decision was discriminatory under the Employment Equality Act 1998. The Workplace Relations Commission rejected his lawyers' request to declare the competition null and void, citing the passage of time. The worker had been transferred to the centre's central hub in September 2019 to accommodate his health, a role with minimal human contact. He argued the transfer was a support following a serious assault on his son and that he was fit to return to work in May 2021. The adjudicator found the employer had discriminated by preventing his advancement, awarded €20,000 in compensation, and directed the employer to conduct a risk assessment before future promotions.
Tara O'Flaherty, a care service manager, lost her claim for disability‑related harassment against her former employer, Mid West Healthcare Ltd trading as Kare Plus Mid West. She alleged that colleague Kristian Doyle had mocked her arthritic hands by "contorting" his fingers during a meeting and that other incidents of discriminatory harassment had occurred. Doyle denied all allegations, stating he had never behaved in such a manner and that any perceived mimicry was false. The tribunal, led by adjudicator Louise Boyle, found both parties' evidence evasive and lacking detail, questioning their credibility. Boyle concluded that O'Flaherty had failed to establish a case of discrimination or harassment, noting no failure to provide reasonable accommodation. The Employment Equality Act 1998 claim was therefore rejected. The decision was made in a hearing held in January 2025.
In a decision issued by the Workplace Relations Commission, Dr Paul Coughlan, a cosmetic doctor and co‑founder of CPD Ventures Ltd (trading as Yung Medical Aesthetics), was awarded €86,608 in unpaid wages and a €5,000 damages payment for discrimination. The commission found that Coughlan had been removed as a company director and denied commission payments that he was entitled to under a December 2023 founder agreement, which stipulated a 30% share of revenue from procedures he performed. He had received only €30,600 before June 2024, leaving €86,608 outstanding. Coughlan also claimed constructive dismissal after the company threatened legal action over his Instagram account. The tribunal noted that the company was in liquidation when the case was heard and that no evidence was presented by the liquidator.
In a tribunal decision on 29 September 2025, the employment tribunal ordered Good Place Beauty Ltd to pay Joselyn Moreira over €11,000 for unpaid wages and tips. Moreira, a Chilean‑trained veterinarian who arrived in Ireland in 2024 to learn English, began work at the Dublin salon on 9 November 2024 after being offered €18 an hour. She worked long hours, including two hours on Christmas Day 2025, and claimed that the owner advised her not to have a contract to reduce tax. The tribunal found the employer breached the Payment of Wages Act 1991 and the Terms of Employment (Information) Act 1995, ruling that Moreira was owed €5,103 in wages and €3,000 in tips. The final award was a net sum of €7,700 plus €3,312 in compensation for the contract breach, totaling €11,012.
Emmanuel Ilunga, 23, of Navan, was convicted at Dún Laoghaire District Court for carrying a flick knife in his car on 14 April 2024. Ilunga admitted possession but claimed the knife was for his warehouse job, where he cut boxes and plastic. Garda David Buckley stopped him at 12:30 am in a grey Mercedes at M50 Junction 13. Ilunga appeared nervous, avoided eye contact and struggled to answer questions. A search under the Misuse of Drugs Act found the knife in the driver's side door and a wheel brace; no drugs were discovered. The judge, Anne Watkin, rejected Ilunga's work‑use defence, warned that carrying knives is "extremely serious", and imposed a €300 fine with a three‑month payment period, plus a €200 own‑bond recognisance. The case was prosecuted by Dr Sean Smyth for the DPP. Emmanuel Ilunga pleaded not guilty.
A garda with severe asthma and chronic obstructive pulmonary disorder has lodged complaints of disability discrimination, harassment and victimisation against the Commissioner of An Garda Síochána and the Minister for Justice at the Workplace Relations Commission. Garda Joseph Joyce, stationed in Longford, alleges he was ordered to return to frontline duty on 1 January 2022 contrary to medical advice during a Covid-19 surge, despite being granted special leave since April 2020 on grounds of severe health risk. He claims management ignored his general practitioner's guidance and assurances from a superintendent that he would not engage with the public, yet he was sent on foot patrol in Longford Town. Mr Joyce contends he encountered poor station hygiene, lack of sanitiser, equipment failures and subsequent claims he had breached protocols, causing work-related stress. The State disputes these allegations and argues An Garda Síochána was entitled to maintain operational capacity and that work-from-home arrangements were not sustainable. The commission has adjourned proceedings pending further evidence.
In a decision by the Workplace Relations Commission, landlord Sherman Chan was ordered to pay tenant Olga Burla €15,000, the maximum under the Equal Status Act 2000, after Chan refused to accept State housing assistance payments (HAP) and later evicted Burla, who had become a single parent in January 2024. Burla had been renting from Chan for about two years and faced financial hardship while paying €1,650 a month. She repeatedly asked Chan to apply for HAP, but he declined, claiming he did not want to accept it and feared the local authority would take over the property, a belief he later learned was incorrect. Chan's solicitor argued he was confused about HAP, but the adjudication officer noted that ignorance of the law is no excuse. The award considered Burla's financial loss of €22,109 and the stress caused by the discrimination.
Patrick Kinsella, a security officer at RFC Security Ltd, claimed in a tribunal that a manager threatened him with anal rape in October 2024 and made other sexually offensive remarks in December and January 2025. He also alleged mockery and abuse over a dental problem. Kinsella raised these allegations formally in February 2025, after a prior warning in September 2024. The company denied all claims, stating no unlawful treatment occurred, and argued lack of corroboration. The tribunal found the alleged remarks "vile" and "outrageous," and noted that the alleged perpetrators did not testify while Kinsella provided detailed evidence on oath. The adjudicator concluded that RFC Security Ltd failed to displace the burden of proof, upheld the sexual harassment complaint, and awarded Kinsella €7,500 in compensation, but did not uphold an ageism claim. The award considered Kinsella's delayed complaint filing. The tribunal decision was issued on 23 September 2025.
A deli assistant with multiple sclerosis won €4,000 in compensation after resigning from her part‑time job when her manager could not guarantee her a reduction in working hours. The Workplace Relations Commission ruled that the unnamed retailer, a seaside resort business, failed to provide reasonable accommodation for her disability. The worker had requested four‑hour shifts, citing exhaustion, but the manager said he could not guarantee them and asked her to resign. She resigned in September 2024 after seven years with the company. The tribunal rejected her constructive dismissal claim under the Unfair Dismissals Act 1977, finding no local resolution opportunity. However, it upheld her Employment Equality Act 1998 claim, finding the lack of accommodation discriminatory on the grounds of disability, and ordered the employer to pay €4,000 in compensation.
Ali Izzy, a former software salesman for Solar Winds Software Europe DAC, testified to the Workplace Relations Commission in Cork on 17 September 2025. He claimed that his ex‑boss, Middle East regional sales director Abdul Rehman, had arranged a "side deal" with a distributor known for corruption and approved a 62% discount—amounting to more than €500,000—on a technology licence for the Saudi government. Izzy said the discount was "crazy" and "unnecessary", and that Rehman had no authority to grant it. He alleged that a distributor had tried to bribe him in 2021 and that Rehman had been aware of the attempt. Izzy was dismissed on 22 July 2024 after a disciplinary process over his revocation of the discount. He has since applied for over 100 jobs and claims his reputation has been ruined. Solar Winds confirmed his annual salary was €197,062 at dismissal. The tribunal will hear closing submissions later.
A Workplace Relations Commission hearing in Cork, presided over by Adjudicator Tom O'Driscoll, has been adjourned overnight. The case involves statutory complaints under the Unfair Dismissals Act 1977 and the Protected Disclosures Act 2014 brought by former salesman Ali Izzy against Cork-headquartered Solar Winds. Izzy alleged he was dismissed in summer 2024 following a company probe into his management of business with clients in Saudi Arabia, Yemen, and Bahrain. He claimed a middle-man for a distributor offered him a €10,000 bribe related to a contract with an Arab government ministry, where a significant discount was allegedly applied. Solar Winds defended the dismissal, citing complaints of insubordination from former Middle East sales director Abdul Rehman. Rehman testified that Izzy refused to process an approved discount and revoked quotes, stating he had not received written proof of any bribe offer. Solar Winds' disciplinary officer Samantha Bengston stated the decision was based on Izzy overriding senior management directives. Counsel for Izzy argued that Rehman was aware of improper actions by the middle-man and that the discount was improperly large. The tribunal heard evidence regarding the financial details of the deal and the internal disciplinary process. No final decision was reached, and the matter was adjourned overnight.
In a WRC hearing, Elly Kiprono Rop, a Kenyan security guard working for BGS Security Ltd (BGSS) in Dublin, was awarded €45,240 in compensation, two years' wages, plus €1,088 for unpaid wages and €1,200 for failure to provide a contract. Rop had worked unpaid shifts from May to June 2024, with extra hours assigned but not paid, leaving a shortfall of €1,088.49. He described feeling "let down and used" by BGSS. The adjudicator, Patricia Owens, found BGSS had shown "blatant disregard" for workers' rights and the Employment Regulation Order, disadvantaging law‑abiding competitors. The decision upheld claims under the Payment of Wages Act 1991, the Terms of Employment (Information) Act 1994 and the Industrial Relations Act 1949, and highlighted the risk of industrial relations instability. The company now owes over €193,000 to former staff for unpaid wages and employment rights breaches.
Billionaire John Magnier lost a High Court case over a failed bid to buy the Barne Estate in Tipperary. He had claimed a €15‑million handshake deal with Richard Thomson‑Moore, an heir to the 751‑acre estate, but the court found no binding agreement existed. The defendants argued that no consent from the estate trustees had been obtained and that the parties had not reached consensus on essential terms. The court noted that the parties understood that a formal written contract was required and that no one present had authority to bind the estate. The judge refused all reliefs sought by Magnier, concluding that the case failed on all grounds. Legal costs, expected to run in the millions, will be decided later. The case lasted 19 days in the Commercial Court.
In September 2025 the Workplace Relations Commission upheld the dismissal of Timothy Seaton, a Breffni Air Ireland Unlimited employee, following an incident on 7 March 2022 in which he was alleged to have head‑butted a colleague. Seaton denied the head‑but but admitted to nudging the other worker, claiming he was provoked by the colleague's use of rebel music and a remark calling him an "English b*****d." The company's production manager, Gary Johnston, reported that Seaton was "agitated" and that the colleague had a hammer and was playing rebel music. Seaton was suspended immediately and both workers were sacked after separate investigations. The company's operations director, David O'Doherty, cited Seaton's admission of assault and the high‑risk workshop environment as reasons for dismissal. The adjudicator, Moya de Paor, found Seaton's conduct amounted to gross misconduct and ruled that the dismissal was within the band of reasonable responses. The complaint under the Unfair Dismissals Act 1977 was dismissed.
In a decision by the Workplace Relations Commission, a childcare centre that had taken a two‑year‑old girl since she was 18 months old was found to have discriminated against her because of a severe nut allergy. The centre had refused to allow the child to bring her two Epi‑Pens, citing that it was "not prepared to take responsibility" for her condition. The parents had informed the centre of the diagnosis only after the child's return, and the centre's owner insisted that the pens could not be allowed. The tribunal accepted that the centre's concern for the child's safety was genuine but concluded that it had failed to reasonably accommodate her disability. The centre was ordered to pay €3,000 in compensation for the discrimination and the distress caused to the child and her family. The decision was anonymised because the complainant is a minor.
The Labour Court warned that the Department of Public Expenditure's blocking of a senior official's reappointment would severely impact its operations, reducing the court to one‑third capacity. Lawyers were told that serious delays would affect the hearing of individual employment rights cases and the resolution of industrial relations disputes from this week. The court normally operates with three divisions—employer, worker, and chair—now down to one division. The statement noted that part‑heard cases might need to be re‑heard entirely if the official is not reappointed, and that the court is identifying affected parties. The Department of Public Expenditure's press office referred queries to the Department of Enterprise Trade and Employment, and neither the court nor that department has responded to media questions. Barrister Jason Murray of the Employment Bar Association expressed concern that the reduced capacity could compromise access to justice for litigants in employment and industrial relations disputes.
Raymond Nevin, a salesman from the Travelling Community, secured €7,500 in compensation from the Workplace Relations Commission (WRC) for workplace discrimination at CPF (Profiles) Ltd in Longford. Adjudicator Anne McElduff found that the company maintained a "culture and tolerance" of derogatory terminology towards Travellers. Mr Nevin alleged that during his two-and-a-half-week employment in June 2024, he overheard the managing director use terms such as "pikeys" and "tinkers" in phone calls and make remarks about a Traveller customer. The MD, who was not named in the decision, denied discrimination but admitted he "may" have used the word "pikey" on one occasion, while stating he did not recall the other alleged remarks. The adjudicator also found that the employer had "probed" Mr Nevin's background during his May 2024 interview by asking if he was related to the "Taxi Nevins," a local settled family, to determine his Traveller status. While the MD claimed these questions were to assess worker reliability, the WRC determined his community membership was a consideration in the hiring process. The award, equivalent to nearly 19 weeks' wages, was made under the Employment Equality Act 1998. A separate complaint under the National Minimum Wage Act 2000 was dismissed because Mr Nevin had not sought a statement of his hourly earnings as required by legislation.
In a decision published on 1 August 2025, an employment tribunal rejected a series of statutory complaints lodged by Colleen Lonergan, a telephonist who had been dismissed from Infosys BPM Ltd. Lonergan claimed unfair dismissal and disability discrimination after she was sacked for using the phrase "what a f***ing b***h" during a call she believed was on hold. The tribunal found that the customer heard the remark and interpreted it as a direct reference to her, and that the language was unacceptable. The tape of the call, reviewed in a company investigation, confirmed the use of the phrase. Lonergan had been allowed to work for a few days while the disciplinary process unfolded, but was ultimately dismissed in early July 2024. The tribunal dismissed her unfair dismissal claim, her disability discrimination claim, and several other statutory complaints, concluding that the conduct constituted gross misconduct and justified dismissal.
Damien Kiely, a bus driver for Airport Hopper Holdings Ltd, received €1,900 in compensation for unpaid wages after the company ceased trading. Kiely earned €190 a day and had been unaware of the closure until a Liveline researcher called him on 10 February 2025. He had received no notice, no payment in lieu of notice, and no pay for six days of 2024 annual leave plus three days accrued in 2025. An email from the employer, sent three days later, cited difficulties meeting obligations to Revenue and lacked the director's signature. The Workplace Relations Commission found the complaint well‑founded and ordered the employer to pay the compensation, twice the amount that should have been paid. The decision was issued by adjudicator Úna Glazier‑Farmer.
The Workplace Relations Commission heard a statutory complaint under the Equal Status Act 2000 brought by Pauline McDonagh, former treasurer of the All-Ireland Schnauzer and Pinscher Association, against the Irish Kennel Club (IKC). McDonagh alleged disability discrimination after the IKC suspended her membership in October 2023 for refusing to submit the 2023 annual accounts and treasurer's report. She claimed the board made a decision without investigating facts and that her grievance and subsequent equality claim were ignored. The IKC's counsel, William John Kelly BL, explained that McDonagh's failure to provide the required documents led to her suspension, and that the board had deemed her complaint inadmissible. McDonagh also complained that the 2022 AGM of the ASPA did not follow proper procedure. The WRC adjourned the case for further discussions between the parties.
In a High Court hearing on 29 July 2025, trustees of the Barne Estate in Tipperary rejected a sale to John Magnier after he sent two brown envelopes containing €50,000 to the estate's chief beneficiaries. Magnier claims a €15 million 'handshake deal' was sealed with heir Richard Thomson‑Moore on 22 August 2023, but the trustees say no formal agreement was reached. The trustees had initially preferred Magnier's bid over that of construction magnate Maurice Regan, who offered €5 million more. After the exclusivity period ended in September 2023, the trustees chose Regan's €22.25 million offer, citing concerns over the cash envelopes as a potential inducement and the need for due diligence on Regan's higher bid. Magnier has sued the trustees and related companies to enforce the alleged deal, while the trustees maintain no agreement existed. The case remains before Mr Justice Max Barrett.
Leni Shanahan, a former employee of Spilt Milk, secured €5,000 in compensation from LN Ice Cream Ltd following a Workplace Relations Commission hearing. Ms Shanahan alleged sexual harassment by a colleague, identified as Mr A, during her employment at the Drury Street shop in 2024. She claimed Mr A made inappropriate comments about sexual chemistry, commented on her physical appearance, and insisted she stop refusing his advances. The adjudicator found that the employer failed to take reasonable and practical steps to prevent harassment, noting no measures were in place. Although the adjudicator noted it was unhelpful that Ms Shanahan declined to participate in the company's internal investigation, this did not diminish the respondent's liability. Dave Meehan, a company director and applicant in related proceedings, testified that he had since undertaken human resources training and apologized for the situation. He stated he had no prior experience managing a city centre shop and believed he had led with care. Another director, Steven Murphy, noted that the internal investigation found no factual evidence to uphold the complaint, as Mr A refuted the allegations. The WRC adjudicator, Pat Brady, upheld the claim and awarded the compensation, rejecting the statutory defence due to the lack of preventive measures.
Jason Hughes, aged 21, pleaded guilty to one count of arson at Pairc Na Greine, Tallaght, on 9 December 2022, for which the offence carries a maximum sentence of life in prison. The court found the offence to be of the utmost seriousness and to have posed a substantial risk to life to the three occupants of the targeted apartment and other residents of the block. The damage was estimated at €80‑90,000 and the victims, including Hughes's father, were left with nothing. Hughes was sentenced to eight and a half years' imprisonment, with a headline of 12 years reduced by three and a half years by the sentencing judge. He appealed against the severity of the sentence, arguing that the headline was too high and that a portion should have been suspended.
A Camile Thai franchisee, Santry Food Services Ltd, was found liable for repeated breaches of working time and wage laws and ordered to pay a migrant worker, Sujeer Thayyil, nearly €39,000 in compensation. Thayyil, hired in 2019 as a chef de partie under a work permit, claimed he was denied breaks, rest periods, statutory sick pay, and worked an average of over 58 hours per week. He also alleged a sudden transfer to Dublin without explanation, a pay cut, and threats of disciplinary action and Gardaí involvement when he refused a position change. The Workplace Relations Commission adjudicator, Breiffni O'Neill, rejected the company's dismissal claim, found multiple sustained breaches of the Organisation of Working Time Act, and awarded €12,742 for excessive hours and the same amount for lack of breaks, totaling €38,811.57 including unpaid wages. The decision highlighted the company's failure to provide Sunday premiums, public holiday pay, annual leave, and adequate rest breaks.
The Workplace Relations Commission has ruled that Beta Bajgart, a former photographer for RTÉ's Fair City, was an employee rather than a freelance contractor, allowing her employment claims to proceed to a full hearing. Adjudication officer Catherine Byrne determined that the day-to-day reality of Bajgart's work, including a fixed weekly rate, lack of discretion over attendance, and personal performance of duties, was inconsistent with her contractual status as an independent contractor. The tribunal noted that Bajgart worked part-time for 12 years, with her role contributing to the show's promotion. Although RTÉ argued the tribunal lacked jurisdiction because Bajgart was a supplier of services, Byrne concluded that the sustained nature of the job and RTÉ's sole reliance on Bajgart meant the legal basis evolved into an employment relationship. This decision follows scrutiny by the Public Accounts Committee regarding RTÉ's payment of €60,000 annually for promotional images. Bajgart claims her work was terminated without notice on 15 December 2023. Her case, brought under several employment acts, will now advance to a full hearing. This ruling marks the first application of a 2023 Supreme Court distinction between employees and contractors to an RTÉ worker, amidst broader reviews of media worker classifications by the Department of Social Protection.
A Galway farmer, Paul Neilan, has been granted permission to challenge a compulsory purchase order (CPO) issued by An Coimisiún Pleanála (ACP) for the Connemara Greenway Project, which he claims would run across his land and 'split' his farm, making it 'unmanageable and landlocked'. At the High Court, lawyers for Oliver Joyce, from Clifden, Co Galway, successfully applied to Ms Justice Emily Farrell to challenge the decision of ACP to grant the CPO to Galway County Council relating to lands he owns in Doireliagh and Doireclunlaigh. The project aims to install a cycle and walkway from Galway city to Clifden over 76 kilometres, which would pass through 'the backbone' of Mr Joyce's property along the old Galway-to-Clifden railway line. Mr Oliver claims the project, as approved, differs from the original proposal, which was to be carried out on a permissive basis. He argues that the CPO decision was 'taken without cause or justification' and that environmental assessments related to the original scheme were not considered for the new elements in the CPO. Ms Justice Farrell granted leave for the judicial review to Michael O'Donnell BL, instructed by Harrington & Co solicitors – for Mr Oliver – and adjourned the matter to September.
Stelian Ciuciu, a 32‑year‑old brothel keeper described as stateless and of Roma origin, pleaded guilty to 20 counts including organising prostitution, brothel‑keeping, using false instruments and money laundering. He rented eight properties from unsuspecting landlords by posing as one half of a couple with an escort partner, using a WhatsApp group of about 450 members to advertise the premises. Ciuciu maintained the properties, advised escorts to remain discreet, and laundered roughly €320,000, mostly in cash, to pay rent. Gardaí discovered the scheme when landlords raised concerns, leading to investigations that uncovered brothels in the rented homes and cash deposits in Ciuciu's accounts. He was arrested in November 2023, and €11,000 in cash was seized. The court noted the maximum sentences for the offences range from five to 15 years, and the case was adjourned for finalisation.
Karrin Breslin, a lingerie saleswoman who had worked for Chantelle Lingerie Ltd for nearly twenty years, won €15,800 for constructive dismissal after the Workplace Relations Commission found that the company repudiated her contract by failing to address her health‑related grievances. Breslin claimed that the department store's understaffing and rostering after the Covid‑19 lockdown caused her mental and physical health to deteriorate, leading to anxiety, low mood, high blood pressure and gastrointestinal problems. She had taken seven periods of certified medical leave between January 2022 and summer 2023 and ultimately resigned on 31 October 2023 after her last shift on 25 June 2023. The adjudicator, Patricia Owens, ruled that Chantelle's failure to resolve serious roster and staffing issues amounted to a repudiation of contract, awarding Breslin full losses for five months' unemployment. The case was heard under the Unfair Dismissals Act 1977. The disability discrimination complaint was struck out of time.
More than 70 asylum seekers at an accommodation centre in Athlone, County Westmeath, have been offered alternative housing while the government prepares emergency legislation to address accommodation pressures, the High Court heard. Of approximately 125 people remaining at the facility, offers have been extended to 70 residents, with responses expected within a week. The High Court action, taken by Independent Ireland councillor Paul Hogan through judicial review, centres on the validity of a statutory instrument used to expedite construction at Lissywollen. The State has conceded the instrument was invalid and is developing remedial legislation. Ms Justice Emily Farrell adjourned proceedings to next week but cautioned against further deferrals, noting the government had sufficient opportunity to bring legislation before the Dáil. Counsel for Cllr Hogan argued that November dates for legislative submission had become untenable, with the minister's process alleged to be unlawful and irrational. The government cited significant systemic pressure in seeking to maintain the status quo pending legislation.
A Workplace Relations Commission adjudication hearing involving applicant Kate Rellis was adjourned after the adjudicator determined that a defence witness was not in a suitable setting. The hearing, which concerned a complaint against the South East Technological University Student Union under the Payment of Wages Act 1991, was called on via videoconference but quickly suspended. Adjudication officer Gaye Cunningham noted that SETUSU president Erin Foley had joined from a car and welfare officer Lucy Kate Bosch was on a train. Ms Cunningham stated that background noise from other passengers made the environment unsatisfactory for a formal hearing, comparing it to being on a public street. Although Ms Foley indicated that Ms Bosch was a necessary witness, the adjudicator emphasized that respondents could have applied for a postponement if participants were unavailable in a safe setting. Ms Rellis expressed agreement with the decision but wished to proceed. The adjudicator instructed that all parties must be in a reasonably formal, office-like setting for the next date. The matter was adjourned pending a re-scheduled hearing as soon as possible.
The High Court heard evidence in John Magnier's lawsuit against Richard Thomson-Moore and Barne Estate regarding the collapse of a purported €15 million sale of the 751-acre property. Mr Magnier seeks to enforce a handshake agreement dated August 22, 2023, while the defendants contend no binding deal existed without trustee consent. During testimony before Mr Justice Max Barrett, Mr Thomson-Moore addressed allegations that a third party offered him a "secret" phone to contact rival bidder Maurice Regan without trace. Mr Thomson-Moore stated he did not personally receive or use the device, noting he was already in contact with Mr Regan on his personal phone after the exclusivity period expired. Counsel for Mr Magnier, Caren Geoghegan SC, read text messages alleging the third party kept Mr Regan updated on the deal and that Mr Thomson-Moore expressed skepticism about the sale's finality. Mr Thomson-Moore acknowledged telling the third party that the deal was "far from done" but denied using tax matters to stall the transaction, citing genuine concerns. The defendants maintain that the trustees initially favored the Magnier bid but later accepted Mr Regan's higher €22.25 million offer. The matter remains ongoing, with the hearing continuing at the High Court.
Seamus Behan, a 12‑year van driver for Liberties Recycling Development and Training CLG, lost his unfair dismissal claim after the Workplace Relations Commission rejected his complaint. The company said Behan's conduct on 20 December 2023, when he allegedly shouted abuse, behaved aggressively and damaged property, amounted to gross misconduct. Management had suspended both Behan and the other worker, Mr A, and sent them home. Behan's representative argued that witness statements were hand‑picked and that CCTV footage, which had been taped over during the Christmas break, was omitted. Behan denied using a slur and claimed he was provoked by Mr A's remarks about his religious beliefs. The tribunal, following the company's evidence, found Behan's behaviour to be aggressive, uncontrolled and unacceptable, and upheld the dismissal.
In a Workplace Relations Commission hearing, a migrant chef, Mohammad Usman Ghani, claimed he was unaware of a debit card opened in his name after he left Daata Restaurant. Ghani, a commis chef on a 2023 work permit, said he had no knowledge of the card until a Garda raid in December 2024 uncovered his documents at the restaurant's premises. He alleged that his wages were withheld while working about 70 hours a week and that the director, Fahid Saleem, pressured him repeatedly. Saleem denied threatening deportation or harassment, stating he treated staff as family and had no knowledge of any wage withholding. The case was reported as "amicably resolved" after talks, with no further public hearings scheduled. The restaurant, founded in 1999, operates several locations in Wicklow and Dublin.
Thomas Bacon, 33, of Davitt Park, Ballybrack, Co Dublin, admitted smoking cannabis the night before his court appearance. He pleaded guilty to possessing diazepam without a prescription on 20 December 2022 and to using threatening and abusive behaviour and failing to comply with a Garda direction on 31 October 2020 at Kilbogget Park, Cabinteely. On that day a bonfire had been lit and Dublin Fire Brigade firefighters were trying to extinguish it when Bacon obstructed them. Garda Robert Ryan directed Bacon to leave the area; Bacon refused and verbally abused the garda, telling him to "go f*** himself". Bacon was arrested for failing to comply with a garda direction and for using threatening and abusive behaviour in a public place. He also claimed he had used cocaine for 20 years but was now clean, though he admitted to cannabis use the night before the hearing. The case was adjourned to 17 November for a probation report and urine analysis.