Blog
Recent Social Media Posts by Róisín:
LinkedIn: 26/11/25
🧠 The Mediation Mindset 🧠
Many clients come to mediation hoping to resolve old pain.
But mediation isn’t designed to fix the past, it’s designed to help people build better futures.
This video explains the mindset shift that helps to make mediation work.
LinkedIn: 11/11/25
👣 Small Thoughtful (Trauma Informed) Steps in Mediation 👣
The term “Trauma-Informed” is everywhere right now but in practice, it’s often the simplest things that make the biggest difference.
🚶➡️ 🚶 Yesterday I facilitated the first joint mediation session between two employees who’ve been in conflict for over a year. Before we even began, I focused on the small, practical steps that could help create psychological safety for both which is the foundation for any meaningful dialogue.
🚪 As with all my in-person mediations, I offered both parties the option of separate arrival and leaving times so they wouldn’t have to sit together in the waiting area. (Something that can cause a lot of anxiety when relationships are strained.)
🤳 One person took me up on it, so we agreed they’d wait nearby until I phoned. I met each person at reception separately, walked them to the room, and made sure both could leave without stress or awkwardness.
It sounds simple but for people in a hyper-vigilant, high-conflict state, these details matter deeply.
👣 Being trauma-informed isn’t about big theory or buzzwords. It’s about slowing things down, thoughtfully considering your approach, creating a sense of safety, and making sure people feel seen and supported every step of the way. 👣
LinkedIn: 07/11/25
✨ What a night! ✨
We had a brilliant evening at the Business Post Leadership Awards surrounded by some of Ireland’s most inspiring (and seriously impressive) leaders and innovators.
Sadly, I didn’t bring home the Emerging Leader award — that well-deserved honour went to the amazing Lauren McKenna from Positive Carbon 👏
But let’s be honest… I still won big:
🏆 A night out with my wonderful husband (a rare occurrence these days!)
🏆 An evening filled with great company, laughter, and a few imposter-syndrome moments
🏆 And some much-needed inspiration to keep pushing forward
The words that really stuck with me came from Lifetime Achievement Award winner Sean O’ Driscoll of Roaring Waters Capital:
“The harder you work, the luckier you get.” – Gary Player
So here’s to working hard, getting lucky, and keeping at it — even when the trophy shelf stays empty 😉
LinkedIn: 03/11/25
🪙 ⚽ Mediation and Shareholder Disputes ⚽ 🪙
When disagreements arise between shareholders, the impact often stretches far beyond the boardroom — damaging trust, disrupting operations, and putting the organisation’s future at risk.
We’ve seen a clear example of this in recent days at Dundalk FC, where internal tensions spilled into the public eye and left supporters deeply concerned about what lay ahead for the club.
After a week of headlines, statements, and speculation, came a quieter — and far more hopeful — development: the main shareholders agreed to enter mediation.
No courtroom battles. No public standoff. Just a commitment to sit down, talk, and work together with the help of a neutral mediator to find a way forward.
It’s a small but significant shift — because mediation creates the space where dialogue replaces division, and where people can start focusing again on what really matters: the shared goal that brought them together in the first place. Where business partners, shareholders, and colleagues can move from “what went wrong” to “where can we go to next?”
In shareholder disputes — whether in sport, family businesses, or corporate partnerships — mediation helps:
💬 Reopen communication that’s broken down
🤝 Protect the shared asset everyone cares about
⚖️ Avoid drawn-out and costly litigation
🌱 Restore trust and focus on the future
📖 Read the case here: https://lnkd.in/eV5mTT88
LinkedIn: 28/10/25
💬 “Crying Out for Mediation” 💬– Mr Justice Brian Cregan
As a workplace mediator, I was struck by recent comments from Mr Justice Brian Cregan, who said a dispute between Cork LGBT+ Pride Festival CLG and its only employee was “crying out for mediation.”
The High Court case — involving disciplinary actions, suspension, allegations of misconduct and injuctions — highlights exactly the kind of complex, relationship-based conflict that often lands in the courts but could be far more effectively managed through early mediation.
💡 Under the Mediation Act 2017, judges can encourage or adjourn proceedings to allow mediation to take place. While participation remains voluntary, the court can take a dim view of parties who unreasonably refuse to engage. In this instance, Justice Cregan’s comments serve as a gentle judicial nudge — a reminder that mediation isn’t a side process, but a legitimate, court-recognised path to resolution.
From a workplace mediation perspective, cases like this show the real cost of unresolved conflict: breakdowns in communication, reputational damage, and the emotional toll on all involved. Mediation provides a structured, confidential, and forward-focused space to rebuild trust, clarify expectations, and find workable solutions without the stress and expense of protracted litigation.
When a judge says a case is “crying out for mediation,” it’s really a call for all of us — employers, employees, and advisers — to consider mediation earlier and more often, before positions harden and relationships fracture beyond repair.
📖 Read the case here: https://lnkd.in/e7crYBA5
LinkedIn: 20/10/25
🏢 👨💼 🧑💼 The move toward bringing employees back to the office is gaining momentum across organisations in Ireland. One recent example is UCD’s introduction of a new policy requiring staff to be on campus at least three days per week.
Up until now, decisions around remote and hybrid work at UCD were made locally by managers, based on the specific needs of each department — an approach that had been in place since the start of Covid-19. Under the new policy, introduced last month, all staff are expected to be on site for a minimum of three days each week, with the option to apply for a 12-month exemption if they believe they are disproportionately affected by the policy change. Siptu, who represents 900 UCD staff, has now lodged a complaint to the WRC.
📖 Read about this case here: https://lnkd.in/eyzWmW5q
Large changes like these can bring challenges — not only in logistics, but also in communication, trust, and workplace culture. For some, returning to the office feels like a positive shift; for others, it can create stress, frustration, or feelings of being unheard.
This is where workplace mediation can make a real difference. It offers a structured, confidential space for employers and employees to talk openly about concerns, explore practical solutions, and maintain respectful working relationships — before issues escalate into formal disputes.
https://lnkd.in/eBfr8ZgX
LinkedIn: 15/10/25
LinkedIn: 08/10/25
LinkedIn: 05/10/25
What an amazing few days for me and my business Coast Mediation and Consultancy (also me!) at The Mediators’ Institute of Ireland Annual Conference at the Crowne Plaza Dublin Airport ! I didnt get to all sessions (I was too busy chatting!) so my brief sumary doesnt cover eveything! Thanks again, especially to Jill Robinson and Andrea O’Neill and Alison Martin!
LinkedIn: 03/10/25
Delighted to be at the The Mediators’ Institute of Ireland Conference for the next few days!! The cameras are out already 😎
LinkedIn: 02/10/25
All set up at my kitchen table HQ for this afternoon’s webinar with Erin International Ireland!
The Roy Keane preparations have been implemented and the camera angles have been checked, background curated, and yes, the strategically placed dirty dishes are just out of sight.
Being able to deliver training on a topic I’m genuinely passionate about feels like such a privilege…even if Future Roisín will be less thrilled about the dishes!
LinkedIn: 30/09/25
LinkedIn: 24/09/25
LinkedIn: 18/09/25
LinkedIn: 12/09/25
LinkedIn: 08/09/25
I’m really looking forward to attending The Mediators’ Institute of Ireland Annual Conference on the 3rd & 4th of October at the Crowne Plaza Dublin Airport
The line-up of speakers is exceptional.
Highlights for me include:
💫Jim O’Callaghan TDD, sharing his perspective on the role of mediation in resolving disputes in Ireland.
🔥 Hon. Ms Justice Marguerite Bolger, exploring the Family Justice Strategy and insights on ‘court-ordered’ mediation.
💫Brian Pennie, PhD, on the science and practice of staying present when it matters most — a vital skill for mediators, leaders, and anyone navigating complex human interactions.
I’m also delighted to be hosting a dedicated session for new mediators with Jill Robinson, focused on building networks and support systems for those new to the industry.
Most of all, I’m excited about two full days of connection, learning, and inspiration with hundreds of others who share a passion for mediation! The Mediators’ Institute of Ireland
🎟️ Read more and Get your tickets here: https://lnkd.in/e-h7my3R
LinkedIn: 03/09/25
💜 *Personal Post Alert* 💜
This morning on the train, travelling to meet new clients, I find myself reflecting on how grateful I am for the career I’ve discovered.
It’s almost two years since I left paid employment — not an easy decision and certainly not an easy time. I had just returned from maternity leave with four children, and my youngest two (then 1 and 2) were facing ongoing health issues requiring frequent hospital stays in Cork and Dublin.
At that point, the stress felt overwhelming. I believed I had no choice but to step away from the career I had worked so hard to build and focus entirely on my family. Thankfully, as things improved for the kids, I was able to slowly rebuild — and pursue something I truly care about by establishing Coast Mediation and Consultancy.
What has stood out most on this self-employment journey is the incredible support I’ve received — from friends, family, colleagues, and organisations like Local Enterprise Offices. Many of you (too many to tag!) have gone out of your way to share advice, open doors, and cheer me on, without expecting anything in return. I’m deeply grateful for that generosity.
If any of my connections here are thinking about starting a business — or are at the beginning of your own journey — please feel free to reach out. I’d be delighted to share my experience, what I’ve learned, and hopefully offer some encouragement along the way.
LinkedIn: 01/09/25
⚽ The ongoing legal proceedings between Eileen Gleeson and the FAI touch on some of the most pressing issues in modern workplaces: gender pay equality, transparency, and fair treatment. ⚽
Under Ireland’s Employment Equality Acts (1998-2015) and with the new EU Pay Transparency Directive on the way, organisations face a clear obligation to ensure that pay structures are justifiable, proportionate, and clearly communicated. This isn’t simply a legal requirement — it’s about building trust, credibility, and fairness in every workplace, from boardrooms to football pitches.
As mediators, we often see how conflict escalates when perceptions of unfairness meet a lack of transparency. Clear processes, open dialogue, and a willingness to examine structural disparities early can prevent disputes from becoming crises.
📖 Read about the case here: https://lnkd.in/eVWWHQSJ
LinkedIn: 25/08/25
Its back to school again for me this September when I will study the Diploma in Family Law with Law Society of Ireland under the expert leadership of Riona Leahy .
This programme offers a comprehensive overview of recent developments in family law — from the Domestic Violence Act 2018 to the Family Courts Act 2024, which introduces a more efficient and user-friendly court structure. It also explores practical issues such as family breakdown, child custody, and the enforcement of orders abroad.
Looking forward to getting started, sharpening my expertise, and staying at the forefront of developments in family law to better serve clients through my business Coast Mediation and Consultancy. I am hoping it won’t take too long to dust off the cobwebs and get the brain firing on all cylinders again!
LinkedIn: 21/08/25
💡 A very interesting case in the WRC highlights several critical lessons about best practice in recruitment, promotions, and interviews under the Employment Equality Act 1998–2015. The Act prohibits discrimination on nine grounds, including family status and gender, both of which can encompass situations relating to pregnancy and maternity leave. This decision demonstrates how breaches can occur and what employers should do to prevent them.
📖 Read the case here: https://lnkd.in/ejRFxJwD
Key Failings in the Case:
1. Failure to Notify and Consider an Eligible Candidate
The candidate was not informed of a Contract of Indefinite Duration (CID) opportunity while on maternity leave, despite being eligible.
This disregarded her equal right to apply and to be considered fairly.
2. Improper Remarks During Interview
The principal’s comment (“You really should enjoy every moment at home with the baby”) introduced bias — or the perception of bias — into the process.Even if intended as goodwill, such remarks are inappropriate because they signal that family status may influence selection.
3. Lack of a Documented Policy
The school claimed to have followed an “order of merit” policy from previous interviews, but no such policy was documented or consistently applied.
Decisions appeared arbitrary rather than based on objective, measurable criteria.
4. Unexplained Alteration of Scores
The reduction of the candidates’ score without clear justification undermined the integrity of the marking process. Scoring criteria were not applied consistently or transparently.
LinkedIn: 16/08/25
LinkedIn: 11/08/25
💡 An interesting case in the Labour Court this week involved a general operative in a manufacturing company appealing a decision by the WRC in 2024 which refused an age discrimination claim, finding that the employer had proved objective grounds to impose a retirement age of 65 on the employee back in February, 2022.
🚨 However, the employee appealed the case to the Labour Court which inevitably overturned the WRC decision based on their findings that the company did not adhere to the WRC Code of Practice on Longer working. In addition, it was found that given that there was no mandatory retirement age in the employee’s contract of employment and there had been no issues with his performance, concentration or health and safety concerns no objective justification was provided for in imposing the retirement age of 65 in this case.
💰 The employee was awarded €18,000 in compensation for age discrimination under the Employment Equality Act 1998-2015.
🌅 With the Employment (Contractual Retirement Ages) Bill 2025 now on the horizon, employers will have even clearer legal parameters for handling these requests. But the real challenge — and opportunity — is cultural: treating longer working requests with respect, transparency, and genuine consideration.
🛞 It is clear that the wheels of justice are turning slowly in mandatory retirement cases. With this in mind, taking careful and thoughtful steps to discuss these matters with employees is hugely important to avoid years of dispute, massive costs and damaged reputation for organisations.
LinkedIn: 01/08/25
LinkedIn: 29/07/25
LinkedIn: 25/07/25
LinkedIn: 30/06/25
A recent Workplace Relations Commission decision serves as an important reminder of the critical need for fair procedures and transparent communication in redundancy situations.
David Henderson, a long-serving coach with Bohemian FC, was awarded the maximum compensation of €26,000 after the WRC found he was wrongfully dismissed under the guise of redundancy. The tribunal concluded that allegations made against him were entirely fabricated and that no genuine financial rationale or consultation process was in place.
⚖️ The case reinforces a key principle: redundancy must be about the role, not the person—and process matters.
📉 Missteps in redundancy decisions can have significant legal, financial, and reputational consequences.
🗣️ More importantly, it illustrates the missed opportunity for dialogue and resolution before positions become entrenched.
As a workplace mediator, I see firsthand how early engagement and structured conversation can prevent outcomes like this—protecting both individuals and organisations.
Read the case here: https://lnkd.in/ekZd_inF
LinkedIn: 24/06/25
🛑 Workplace investigations are essential- They protect employees, ensure legal compliance, and safeguard the long-term health of organisations.
But what happens after the investigation ends?
👉 Teams can be left divided.
👉 Trust may be broken.
👉 Tension often lingers.
That’s where workplace mediation plays a powerful role.
It’s not about revisiting the past — it’s about helping people move forward.
Mediation can:
✅ Rebuild trust
✅ Improve working relationships
✅ Support a healthier team culture
✅ Show leadership that values people, not just process.
If your organisation has just completed an investigation, don’t assume the hard part is over! Get in touch if I can be of any help!
LinkedIn: 10/06/25
⚖️ The Principles of Natural Justice ⚖️ :
The Workplace Relations Commission (WRC) ruling in Nic Aodha v. AFS Wealth Management highlights the critical role of natural justice in disciplinary proceedings in Ireland, particularly the right to know the allegations and the right to be heard.
Caitriona Nic Aodha, a financial adviser, was awarded over €48,000 after the WRC found she was unfairly dismissed without due process in July 2024. She was fired following serious bullying allegations and purported remarks deemed an “instantly sackable offence” by her employer. However, she was never informed of the precise allegations, nor given an opportunity to respond or challenge those making accusations.
The Key failures identified in this case were as follows:
🗨️ She was suspended (on pay for 6 months) and later dismissed without being interviewed or involved in any formal investigation or disciplinary hearing.
🗨️ Her employer failed to provide specific details of the allegations or identify her accusers at the time.
🗨️ She only learned of the extent of the accusations during the WRC proceedings.
🗨️ Her dismissal was executed by email, without notice, and without following fair procedures.
The WRC adjudicator, John Harraghy, emphasized that in any disciplinary process, particularly where dismissal is contemplated, the principles of natural justice—including the right to fair notice and a chance to defend oneself—“cannot be ignored.”
This case underscores that employers must follow fair and transparent procedures and ensure employees are properly informed and involved in any disciplinary process. Failure to do so not only violates employment law, particularly the Unfair Dismissals Act 1977, and the Minimum Notice and Terms of Employment Act 1973 but can also have lasting consequences on an employee’s livelihood and ability to secure new employment.
📖 Read case here: https://lnkd.in/e2hKS89F
LinkedIn: 03/06/25
I’m pleased to share that all my mediation services are now fully available online — whether you’re navigating a family separation, resolving a workplace or commercial dispute, or working through the complexities of divorce.
With secure, confidential video sessions, clients can access support from the comfort of their own space — no travel, no stress, just professional guidance when it’s needed most.
🔹 Trauma-informed approach
🔹 Flexible scheduling
🔹 National and international access
🔹 Private, safe, and efficient
If you’re facing conflict and need a structured, respectful way forward — let’s connect.
LinkedIn: 27/05/25
Me & My Trusty Flip Chart 📜
You’ll never catch me heading to a mediation session without my portable flip chart – even if the venue guarantees there’ll be one on site. I’ve learned not to take chances! Having it with me is a small but significant part of the trauma-informed mediation practice I offer my clients.
Why the flip chart?
It allows me to clearly display a session schedule from the moment clients walk in. When people know what to expect, it helps reduce anxiety and creates a sense of structure and safety – especially in emotionally charged settings.
Other trauma-informed steps I take:
✔️ Asking clients how they prefer to communicate.
✔️ Sending clear, detailed session outlines in advance (by email or text – their choice).
✔️ Offering the option of separate arrival and departure times for clients, when needed.
Whether it’s families in conflict, couples navigating separation, or workplace disputes, entering mediation can be an incredibly challenging experience. That’s why every element of the process matters – and why I’m committed to providing a supportive, professional, and thoughtfully trauma-informed space.
LinkedIn: 23/05/25
🎵 Flute teacher to appeal WRC ruling he was not a whistleblower🎵
A veteran flute teacher tried to sound the alarm on what he saw as a costly misuse of public money at Cork Education and Training Board School of Music—claiming tens of thousands in public funds were being wasted annually. But the Workplace Relations Commission didn’t quite hear the same tune.
Instead of recognising it as a protected disclosure, the tribunal ruled it was more of a solo act of personal grievance. Despite emails, bounced messages, and a post-pandemic flute student shortage, the tribunal found that the teachers case did not amount to a protected disclosure or penalisation, just a case of miscommunication and managerial dissonance.
Now, the teacher is tuning up for an appeal. Because when your protected disclosure falls flat, the only thing left to do… is take it to the Labour Court for an encore. 🎶🎭
Read here: https://lnkd.in/epUKvm4P.
LinkedIn: 19/05/25
I am starting the week on a high after attending The Bar of Ireland‘s Mediation: Making Commercial Sense event at the Dublin Dispute Resolution Centre (DDRC) on Friday.
💡 It was an inspiring and thought-provoking afternoon, showcasing the growing momentum behind mediation as a preferred — and in some jurisdictions, compulsory — first step before litigation. We heard from some of Ireland’s most experienced mediators including Mark Connaughton SC, Peggy O’Rourke SC, and Denise waldron, who shared their insights into what makes a mediator truly effective.
🦺 It was equally refreshing to hear the perspective of a regular mediation user, Rory Williams, CEO of Ronan Group Real Estate, who spoke candidly about what parties expect from the process and from mediators themselves.
🇮🇪 The panels were rich with contributions from senior figures in the Irish State and legal sector, including Attorney General Rossa Fanning , Donnacha O’Sullivan (Department of Justice), Ciarán Breen (State Claims Agency), Sylda Langford (WRC), Órla Kelly(Cantillons Solicitors), and Georgina Farren — each offering valuable insights into how mediation is evolving across sectors and specialties.
⚖️ The final panel offered a compelling judicial perspective, featuring Sir Geoffrey Vos MR (Head of Civil Justice in England and Wales), Mr. Justice David Barniville, Mr. Justice Paul Coffey, and Ms. Justice Sara Phelan. Their reflections underscored how courts here and abroad are increasingly embracing mediation — and signalling that Ireland may soon follow international examples where early mediation is a mandated step.
🤝 As a newly established mediator, I left the event both energised and encouraged by the calibre of discussion and the clear message: mediation is not only gaining traction — it’s becoming integral to the future of dispute resolution in Ireland. And to boot, I had the pleasure of meeting a number of lovely new connections too! Catherine Molloy, John Biggins, Austin Kenny Dr David Sharpe KC SC, Órla Kelly
LinkedIn: 13/05/25
💡 Handling Workplace Bullying Complaints 💡
In a recent WRC case, a hotel night manager accused of bullying a gay colleague was fairly dismissed—but still awarded €3,000 for Unfair dismissal due to a missed appeal email. The employer was found to have acted reasonably in terminating him based on credible findings of harassment. However, a procedural oversight—failing to respond to his appeal request—rendered the dismissal legally unfair.
This case highlights a critical HR challenge: handling complaints impartially while ensuring fair procedures for all parties. Disciplinary processes must be robust, but so must the right to appeal. One missed email—sent to a staff member who had already left the company—led to the ex-employee receiving a €3,000 compensation award.
📑 Read case here: https://lnkd.in/eButeBbT
LinkedIn: 06/05/25
👗 Skort Vs Shorts 🩳
As someone who spends a lot of time helping people navigate conflict in the workplace and as a keen athlete and mother of sport loving kids, I found myself deeply struck by what unfolded at the camogie semi-final last weekend.
Two teams — Kilkenny and Dublin — took a quiet but powerful stand. Instead of wearing the mandated skorts, they wore shorts. For them, it wasn’t just about uniform regulations. It was about comfort, autonomy, and being heard.
And when the response was to threaten cancelling the match or potentially sanctioning the players? That spoke volumes.
⚖️ In mediation, we see this all the time:
-When people feel dismissed, they resist.
-When organisations double down on rules without reflection, trust erodes.
-But when we stop, listen, and ask why — real change becomes possible.
This wasn’t just a protest about kit. It was a clear, calm call for choice. And I think it deserves to be heard — not punished.
If we can trust players to give their all on the pitch, surely we can trust them to decide what helps them perform their best.
💡 This is more than a moment in sport. It’s a lesson in leadership, listening, and change 💡
Read here: https://lnkd.in/dbd6GHZD
LinkedIn: 01/05/25
🎧 Just listened to this excellent podcast offering a clear overview of the benefits of Workplace Mediation — a proactive, constructive approach to resolving conflict.
Joe Thompson, Assoc CIPD and Mary Cullen expertly highlight how mediation can be offered as a first step in nearly all types of workplace complaints, often avoiding the need for a formal investigation.
A useful reminder that early, informal resolution not only supports better outcomes, but also fosters healthier workplaces!
Listen Here:
https://insighthr.podbean.com/e/episode-220-mediation-when-why-how/
LinkedIn: 11/04/25
🛑 Plans to increase statutory sick leave from 5 to 7 days in 2025 have been put on hold by the Government.🛑
Despite previous commitments, Cabinet has decided not to move forward — citing concerns from sectors like retail and hospitality, where extended sick leave could increase payroll costs by up to 0.6% per year.
Read here: https://lnkd.in/gJbWHx78
LinkedIn: 02/04/25
📢 Pay-Related Jobseeker’s Benefit📢
Starting this week, Ireland is introducing a pay-related Jobseeker’s Benefit, aligning with EU standards and providing greater financial security for those facing unemployment.
🔹 How It Works:
✅ Payments linked to previous earnings for up to 39 weeks
✅ Up to €450 per week for those with 5+ years’ PRSI contributions
✅ Gradual reduction over time to support job transitions
✅ Minimum payment of €125 per week
📝 Applications must be made within 6 weeks via mywelfare.ie or Intreo centres.
This reform is a key step in protecting workers during periods of uncertainty.
Read more here: https://lnkd.in/eiMPtE5Q
LinkedIn: 26/03/25
📢 A very interesting case in Northern Ireland, settled through mediation, has garnered attention for its transparency—an uncommon occurrence due to typical confidentiality clauses in such processes. The absence of these restrictions in this instance has provided rare insights into the proceedings and outcomes. 📢
In the Republic of Ireland, the Maternity Protection, Employment Equality and Preservation of Certain Records Act 2024 aims to limit the use of Non-Disclosure Agreements (NDAs) in discrimination, victimisation, harassment and sexual harassment cases. It will be interesting to observe how this legislation influences the reporting and openness of similar cases in the future.
Read here:
rte.ie/news/ulster/2025/0326/1504049-sexual-discrimination-ni/
LinkedIn: 20/03/25
📢 No-Fault Dismissals: What Employers Need to Know 📢
Last week, I attended an excellent Employment Law Seminar with Collins McNicholas Recruitment & HR Services Group and Alastair Purdy LLP | Employment Law Firm Ireland.
One of the cases covered by Einde O Donnell was the recent Philip Nolan v SFI case which has reignited discussions around no-fault dismissals—a legal but risky practice. In this case, the High Court has reaffirmed that employers can terminate employment without reason, provided the right contractual terms are in place and there are no underlying misconduct issues.
However, recent rulings, including Buttimer v Oak Fuel Supermarket Ltd and O’Donovan v Over-C Technology Ltd, highlight key risks:
✅ Fair procedures must be followed in cases of misconduct.
✅ Poor performance alone can justify dismissal—without requiring disciplinary procedures.
✅ Employees with less than 52 weeks of service generally fall outside the Unfair Dismissals Act, but exceptions exist (e.g., Employment Equality/ Protected Disclosure claims).
👓 A case drawing significant attention in the “Yes Fault Dismissal” space is the so-called GAA Catfish controversy. In a noteworthy development, the High Court has granted an injunction preventing a secondary school from proceeding with a disciplinary process against a teacher alleged to be involved. This case raises more important questions about due process, fair procedures, and the complexities of wrongful identification in workplace disputes—one to watch closely! 👓
🔎 Key Takeaway: No-fault dismissals are legally permissible but should be approached with caution. Employers must ensure clear contractual terms, avoid any perception of misconduct-related dismissal, and proceed with caution (and where possible- 🌠 MEDIATION!! 🌠 )
LinkedIn: 10/03/25
⚖️ Proving Constructive Dismissal in Ireland: A High Bar to Clear ⚖️
👩⚖️ A recent WRC ruling highlights just how difficult it is to prove constructive dismissal in Ireland. Recruiter Liam Howlin’s claim against Indeed.com was rejected after the tribunal found he had other options besides resignation and that his employer had made “considerable effort” to support him.
🗣️ The case stemmed from feedback on his communication style, which led to disputes, grievances, and eventually his resignation. The adjudicator noted that rather than reflecting on concerns raised, Howlin “went into full combat mode,” escalating tensions until he felt forced to quit. However, the WRC ruled that the fault lay with him, not the employer.
💡 This case is a stark reminder: to succeed in a constructive dismissal claim, an employee must prove that resignation was the only reasonable option—a high threshold that most claims fail to meet.
Read case here: https://lnkd.in/debkhaxj
LinkedIn: 26/02/25
🏉 Building Stronger Teams: A Lesson from Sport & Business 🏉
Having managed teams for years, I’ve seen firsthand how misalignment in goals and values can create friction, impacting both morale and productivity. When teams aren’t working cohesively, it doesn’t just affect performance—it can unravel the very fabric of an organisation. I have a birdseye view of these dysfunctional impacts in my current role undertaking Workplace Mediations.
A few weeks ago, I attended a Small Firms Association event where Bernard Jackman delivered a powerful keynote on high-performance management in both business and sport. He shared an inspiring example from former Connacht rugby manager, Pat Lam, who implemented a simple yet transformative strategy to foster connection, trust, and shared vision within his team—players and backroom staff alike.
At the start of the season, each team member created a short PowerPoint on:
1️⃣ My Hero
2️⃣ My Hardship
3️⃣ My Highlight
At the end of every club meeting, a Wheel of Fortune would randomly select a person to share their story with the group. This simple exercise gave teammates a deeper understanding of each other, strengthening bonds and driving a sense of unity.
💫 The result? Stronger connections, greater cohesion, and a shared sense of purpose.
If you’re looking for a meaningful way to bring your team together, this might be an initiative worth trying. Thanks to Bernard Jackman for sharing, and to Pat Lam for the inspiration!
LinkedIn: 17/02/25
LinkedIn: 11/02/25
LinkedIn: 10/02/25
🚿Equal Status Act, 2000 in the WRC: The Battle of the Bits & Pieces 🚿
💰 A South Dublin gym has been ordered to pay €8,000 to a disabled patron after a heated (and slightly awkward) dispute over shower facilities.
Robert Flynn, who has a lower leg amputation, requested a simple shower hose to help him wash properly after using the gym. Instead of being provided with reasonable accommodations for his disability, he got expelled—for allegedly using “vulgar” language when describing his request.
🍑 Staff claimed he made them uncomfortable with his phrasing, with one testifying that he referred to washing his “bits and pieces” while another alleged he used the word “arse”.
🫧 🧽 Flynn denied being rude, insisting he only asked for a practical solution to his personal care needs. The Workplace Relations Commission agreed, ruling that the gym failed to provide reasonable accommodation and retaliated against him for raising the issue. The gym was ordered to pay the patron €5000 for the discriminatory act of a failure to provide reasonable accommodations and a further €3000 for the victimisation he suffered having been expelled from the gym.
Read the case here: https://lnkd.in/gy4G5P-p
LinkedIn: 30/01/25
🔊 Did you know that since January 2025 the Social Welfare payment Carer’s Benefit is now available to Self Employed people as well as employees? 🔊
↔️ Both Employees and Self Employed individuals must meet a number of criteria to avail of this PRSI based entitlement.
↔️ It is paid for up to a maximum of 2 years for each person you are caring for.
↔️ A GP Visit card is awarded to those in receipt of Carer’s Benefit
Read more here: https://lnkd.in/dWZSkgUi
(Posted by Roisin Mc Daid on LinkedIn, 30/01/25, click here)
LinkedIn: 29/01/25
💫 Workplace Mediation 💫
As a workplace mediator, I’m always delighted to assist HR teams, Finance departments, CEOs and Boards of Directors seeking external mediation support.
Examples of case I have helped resolve in recent months recently include:
*️⃣ A Return to Office Mandate Conflict
✴️ A Workplace Bullying Allegation
*️⃣ An Exit Settlement for a Senior Executive
✴️ A Communication Breakdown in Employer/ Employee Relationship
To help explain the Workplace Mediation process, I’ve created a short animation designed for anyone who might benefit from my services.
If you have a case where I can help, feel free to get in touch—I’d love to collaborate with you!
🌐 www.coastservices.ie
(Posted by Roisin Mc Daid on LinkedIn, 29/01/25, click here)
LinkedIn: 29/01/25
LinkedIn: 20/01/25
📣 Another WRC Ruling on Reasonable Accomodations 📣
💰 Publisher Edco has been ordered to pay €64,000 in compensation to former saleswoman Mary Tracy for breaching the Employment Equality Act, 1998.
🏋 The WRC found Edco failed to provide Reasonable Accommodations for Ms. Tracy’s disability, systemic lupus erythematosus (SLE), before dismissing her in 2023. The condition limited her ability to lift heavy weights, which conflicted with her job requirements of carrying books to schools, as a sales technique to convince teachers to buy their products.
🛑 Despite temporary accommodations, the company deemed her role “unviable” due to a 3kg lifting restriction. Ms. Tracy argued alternative roles offered were unsuitable and cited a lack of consultation and work assessments to identify proper measures.
🗣️ 🗣️ The WRC concluded that Edco discriminated against Ms. Tracy by failing to provide reasonable accommodation and dismissing her based on her disability. The Adjudicator in this case stated that the successful discrimination claim was “a regrettable consequence of a lack of consultation with the complainant in relation to appropriate measures”.
Read case here: https://lnkd.in/e5wY38s3
LinkedIn: 11/01/25
🔦 HSE’s Position on Rest Breaks 🔦
💡 There was another interesting ruling in the WRC involving a HSE nurse working in a day centre with persons with disabilities and her claim that she never received appropriate rest breaks while working in the HSE service for 5 months.
🍽️ In this case, the day centre nurse was required to take her lunch break while supervising and supporting clients. She claimed that this happened almost every day. The HSE denied the claims, saying that they were an exempted organisation and they were not obliged to provide statutory rest breaks. They claimed that compensatory rest breaks were provided at all times. However, they did not have any records to prove this.
🛑 Ahead of this case proceeding, the HSE sought an adjournment on the basis that they were currently appealing the case I wrote about last month (Jackie Deevy vs HSE) to the Labour Court. This was refused.
💰 The disability nurse was awarded €9380, equivalent to 10 weeks gross pay in compensation for the HSE’s breach of the Organisation of Working Time Act.
🤔 An interesting area to watch! Especially when you consider the awards in both cases! In Jackie Deevy’s case, the breach of the Act spanned 26 years and she was awarded compensation of €11,000. In Melissa Gallagher’s case, the breaches occurred during a 5 month employment period. She was awarded €9380.
Read the case here: https://lnkd.in/eHXD6wHr
LinkedIn: 10/12/24
🌟 Pregnancy Discrimination Cases Spotlight 🌟
The Workplace Relations Commission (WRC) has been tackling significant pregnancy discrimination cases recently, with two major rulings made in the past week:
📢 Case 1: Pregnant Worker Pressured to End Contract
https://lnkd.in/ewJnNt7E
📣 Case 2: Social Media Manager Wins €35K Over Hostility from Boss
https://lnkd.in/ep5cW_PQ
Both cases were brought under the Employment Equality Act, 1998, with one also involving claims under the Unfair Dismissals Act, 1977.
To shed light on these rulings, I’ve created an infographic summarizing the key details and providing a comparison of the similarities and differences between the cases. Insights like these highlight the critical need to uphold workplace protections for pregnant employees.
LinkedIn: 29/11/24
Trauma-Informed Mediation Practice is a concept that is very important in my practice through my background in Family Support Services and Child Protection. While the term might sound complex, at its core, it’s a straightforward approach centered on genuinely putting clients first.
I’ve put together this short animation that highlights the key principles I incorporate into my work at Coast Mediation and Consultancy. Take a look and let me know your thoughts!
http://coastservices.ie
LinkedIn: 14/11/24
The WRC recently considered an Employment Equality and Unfair Dismissal claim from a father working as a pizza chef who claimed that he was discriminated against on the grounds of family status and dismissed using unfair procedures.
👨⚖️ Upon starting his role with the company, the claimant advised that he had complicated family access arrangements arising from ongoing family law matters. In this regard, he required every second weekend off due to his family obligations. The company agreed to facilitate these arrangements upon the commencement of the role.
🕰️ Despite these commitments, after the hiring of a new Head Chef, the claimant alleged that there was an ongoing and intentional disregard of the pizza chef’s family obligations through the rostering of hours. He was continually rostered to work on the weekends that he was unavailable and had his working hours reduced.
📂 When the Complainant tried to address these issues, he received no support from management. He continued to experience scheduling conflicts and felt harassed, especially as new employees were hired without solving the issues he raised. The Complainant eventually filed a formal complaint about work conditions and the alleged harassment by the Head Chef, but his concerns remained unaddressed.
🚫 When the business declined in early 2024, the Complainant’s hours were cut, further straining his finances. Shortly afterward, he was called into a disciplinary meeting without representation, where he was dismissed. The dismissal letter included allegations of unapproved time off, non-compliance with policies, and raising grievances about working conditions, which the Complainant denies or justifies.
🆘 The Respondent Company is now in liquidation and they did not present for the hearing or provide any evidence to the hearing.
💸 The Adjudicator held that the Respondent discriminated against the Complainant based on the grounds of family status and ordered the Company to pay the Complainant €16,000 in compensation for this discrimination.
Additionally, they determined that the Complainant was unfairly dismissed and directed the Respondent to pay €8,000 in compensation.
Read case here: https://lnkd.in/dA-HrZaz
🎢 As someone fairly new to self-employment, I’ll admit that marketing myself has been a whole new learning curve! 🎢
It’s one thing to do the work you love — it’s another to tell the world about it in a way that feels authentic (and doesn’t make you cringe while doing it 😅).
Because mediation is such a confidential and sensitive process, traditional marketing tools — like Google reviews — aren’t really an option. So, I’ve recently started inviting clients to share anonymous feedback through a short SurveyMonkey questionnaire after we close their mediation process.
I’ve been genuinely delighted (and relieved!) by the feedback so far, and I’m using it to keep improving and shaping my service to better meet clients’ needs.
🤔 I am still learning, still adapting — but really enjoying the process along the way. 💬✨ Coast Mediation and Consultancy