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We specialise in advising employees on all matters relating to their employment. This ranges from quick advice on a particular issue to research and provision of more detailed opinions, representing employees in disciplinary and redundancy processes and in personal grievances in the Employment Relations Authority and/or Employment Court.

About Our Employee Relations Services

We cover all manner of day-to-day enquiries, including annual leave payments, sick leave enquiries, and the effect of new legislation.  In particular, our employment law team is experienced in providing practical and effective advice to employers in the following areas:

Employment agreements

It is essential to ensure that employment agreements reflect the terms of employment negotiated between employer and employee. Employers are required to allow employees to have the opportunity to obtain independent advice and assistance prior to signing employment agreements and it is at this stage that we can offer helpful and practical advice and assistance which will be of benefit throughout the period of employment.

90-day trial period

The relatively recent amendments providing for the 90 day trial period are of critical importance to employers and employees. Specialised knowledge as to the structure of these trial periods, their effect and implications can be of considerable assistance.

On-going monitoring

Employees often require assistance when confronted by their employer for the purpose of employment reviews and in particular performance reviews and performance management processes.

Disciplinary processes

When allegations concerning performance or discipline are made, it is essential for employees to understand their rights and entitlements as well as the stringent legal processes that are incumbent on employers.

Redundancy processes

In order for a redundancy to be correctly implemented, the employer must ensure the following:

a) That the selection criteria is fair and appropriate;
b) That the correct and comprehensive consultation and communication process is embarked upon and completed;
c) That the employee is given the opportunity to respond to the proposals that are made and ensure that their responses are taken into account prior to reaching a final determination.

Personal grievances

Personal grievances can arise in a number of circumstances. In the majority of cases a personal grievance occurs when an employer terminates an employment relationship unlawfully. In such circumstances the employee has 90 days from the date of the event constituting the personal grievance to formally raise their personal grievance. In raising the personal grievance the employee must outline the actions of the employer which they claim constitute the personal grievance and the relief and remedies that are sought. The employer then has 14 days within which to respond.

In the event that matters are not resolved at this stage, the matter may proceed to the Employment Relations Authority. In almost all circumstances the dispute will become the subject of a mediation conference conducted through the Business Innovation & Development mediation services agency at which time the parties will have the opportunity to attend a round table discussion conducted on a without prejudice and off the record basis. It is of considerable assistance for both the employer and employee to have competent legal representation for the purpose of the mediation conference. A vast majority of matters do resolve at a mediation conference stage however if this does not occur the dispute will then proceed to the Employment Relations Authority for an investigation meeting and determination by an authority member (adjudicator).

Why Choose Turner Hopkins

  • Highly experienced professional employment law specialists
  • A competitive cost structure
  • Impeccable service and response to enquiries

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