The WRC ruled that a worker can proceed with age discrimination and victimisation claims after finding that a €25,000 severance agreement did not validly waive his employment rights. The preliminary decision was dated 18 September 2024.
The worker said he wanted to keep his job, first saw the agreement at the signing meeting and had not received independent advice. The employer argued that he had time to consider the agreement and union advice before signing. The officer found that the employer had not ensured he understood the waiver or had an opportunity to seek appropriate advice. The ruling addressed only whether the case could proceed; it did not decide the discrimination or victimisation claims.