AOC Solicitors

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Tony Molloy v Kaefer Limited (ADJ-00053834) is a recent unfair dismissal case that was before the Workplace Relations Co...
06/03/2026

Tony Molloy v Kaefer Limited (ADJ-00053834) is a recent unfair dismissal case that was before the Workplace Relations Commission (“WRC”). The Complainant brought the complaint under the Unfair Dismissal Acts 1977-2015 (the “Acts”) claiming his dismissal was both procedurally and substantively unfair. The Respondent denied this and claimed that his dismissal was necessary because it was impossible for the Complainant to continue in his role due to its client’s insistence that he be removed from their site.

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“MyFutureFund” Ireland’s new auto-enrolment pension system is now in effect as of 1st January automatically enrolling “e...
04/03/2026

“MyFutureFund” Ireland’s new auto-enrolment pension system is now in effect as of 1st January automatically enrolling “eligible” employees.

While many employers were prepared for this development, what came as a surprise were the further regulations signed into law on 22nd December, 2025 (S.I. No. 668/2025 – Automatic Enrolment Retirement Savings System Regulations (Amendment) (Section 52) Regulations 2025, hereafter the “Regulations”).

The Regulations set out minimum standards that must be met in respect of contributions to occupational pension schemes and PRSAs in order for employments to be “exempt” from autoenrollment to MyFutureFund. These Regulations setting out minimum standards had not been expected for some time.

The Regulations which are already in effect since January 1st stipulate the following minimum standards.

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The employees were given until 4pm on 31st January 2025 to sign the contracts or be dismissed. At 4.01pm a notice was se...
02/03/2026

The employees were given until 4pm on 31st January 2025 to sign the contracts or be dismissed. At 4.01pm a notice was sent to the employees who did not sign the contract informing them that their employment had ceased. Neither Complainant signed the contract but both stated that they did not object to transferring. The Respondent acknowledged that the employees were not required to sign a new contract and could rely on their existing contracts in a TUPE transfer.

The question was whether the Respondent employer could properly equate signing the new contract with consenting to the TUPE transfer. Each Adjudicator analysed this question differently and came to different outcomes.

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The Labour Court recently considered an appeal of a Workplace Relations Commission (“WRC”) decision in Ann Britton v. Am...
25/02/2026

The Labour Court recently considered an appeal of a Workplace Relations Commission (“WRC”) decision in Ann Britton v. Amcor Flexibles Ltd ADJ-00050138. The complaint was in relation to the Sick Leave Act 2022 (“the Act”). The WRC Adjudicator had found that the company sick pay scheme (“CSP scheme”) overall was not more beneficial than the Statutory Sick Pay scheme (“SPS scheme”) and on that basis awarded the Complainant compensation of €1,000. The Respondent appealed this decision to the Labour Court who ultimately upheld the decision of the WRC.

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The Complainant commenced employment with the Respondent as a prison officer in 2008. In May 2017 while working for the ...
17/02/2026

The Complainant commenced employment with the Respondent as a prison officer in 2008. In May 2017 while working for the Respondent, the Complainant suffered multiple injuries as a result of a serious assault by a prisoner. Since the incident the Complainant has suffered with chronic and ongoing back pain requiring her to undergo specialist treatment.

She has been medically advised that she is not fit for manual duties and that she should return to work in an office-based capacity. The Complainant has not returned to work since this incident and has remained on sick leave since 2017.

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Karen McHale v Mayo University Hospital (ADJ-00053715) involved a constructive dismissal complaint under the Unfair Dism...
13/02/2026

Karen McHale v Mayo University Hospital (ADJ-00053715) involved a constructive dismissal complaint under the Unfair Dismissals Acts 1977 – 2015.

The Complainant claimed that she was left with no option but to resign from her employment due to the Respondent’s treatment of her when a complaint was made against her under the Respondent’s grievance procedure.

Her complaint was upheld and she was awarded compensation, including a lump sum in respect of her pension.

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As we journey into 2026, it’s timely to reflect on some key developments and noteworthy cases that shaped Irish Employme...
09/02/2026

As we journey into 2026, it’s timely to reflect on some key developments and noteworthy cases that shaped Irish Employment law last year.

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Anne O’Connell Solicitors is delighted to have been recognised again by Legal 500 (based solely on client feedback) for ...
06/02/2026

Anne O’Connell Solicitors is delighted to have been recognised again by Legal 500 (based solely on client feedback) for Client Satisfaction. We’re so proud that our Firm has been recognised across all four categories of Lawyer & Team Quality, Billing & Efficiency, Sector Knowledge and Client Experience (Net Promoter Score - NPS ?). )

Each year Legal 500 survey hundreds of thousands of clients on the legal services they receive, allowing them to recognise the best-performing firms for Client Satisfaction.

We’re so grateful to our amazing team and especially to our wonderful clients for this recognition.

Anne O’Connell Solicitors is delighted to have been recognised in the Global 100 – 2026 awards for Labour & Employment L...
19/01/2026

Anne O’Connell Solicitors is delighted to have been recognised in the Global 100 – 2026 awards for Labour & Employment Law Firm Of The Year in Ireland, 2025. A great start to the New Year and our continued thanks to our fantastic team and wonderful clients.

The Government’s new statutory retirement savings system will go live from 1st January 2026. The scheme known as MyFutur...
23/12/2025

The Government’s new statutory retirement savings system will go live from 1st January 2026. The scheme known as MyFutureFund, will be overseen and administered by the National Automatic Enrolment Retirement Savings Authority (NAERSA). NAERSA will identify which employees meet the eligibility criteria for auto-enrolment using Revenue payroll data and will enrol them, which should result in minimal administrative work for employers.

Employees will be enrolled automatically in the new pension scheme if they are:
- Aged between 23 years and 60 years;
- Not currently part of a pension plan; and
- Earn €20,000 or more per year (there is an earnings threshold of €80,000).

Employees will have the option to opt-out (after 6 months, but before 8 months) or suspend their participation in the scheme.

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