{"id":1843,"date":"2025-01-31T14:05:37","date_gmt":"2025-01-31T14:05:37","guid":{"rendered":"https:\/\/coastservices.ie\/work\/?page_id=1843"},"modified":"2025-11-27T13:13:05","modified_gmt":"2025-11-27T13:13:05","slug":"blog-2","status":"publish","type":"page","link":"https:\/\/coastservices.ie\/work\/blog-2\/","title":{"rendered":"Blog"},"content":{"rendered":"\t\t
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Blog





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Recent Social Media Posts by R\u00f3is\u00edn:<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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LinkedIn: 26\/11\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83e\udde0 The Mediation Mindset \ud83e\udde0

Many clients come to mediation hoping to resolve old pain.
But mediation isn\u2019t designed to fix the past, it\u2019s designed to help people build better futures.
This video explains the mindset shift that helps to make mediation work.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 11\/11\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83d\udc63 Small Thoughtful (Trauma Informed) Steps in Mediation \ud83d\udc63

The term \u201cTrauma-Informed\u201d is everywhere right now but in practice, it\u2019s often the simplest things that make the biggest difference.

\ud83d\udeb6\u200d\u27a1\ufe0f \ud83d\udeb6 Yesterday I facilitated the first joint mediation session between two employees who\u2019ve 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.

\ud83d\udeaa As with all my in-person mediations, I offered both parties the option of separate arrival and leaving times so they wouldn\u2019t have to sit together in the waiting area. (Something that can cause a lot of anxiety when relationships are strained.)

\ud83e\udd33 One person took me up on it, so we agreed they\u2019d 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.

\ud83d\udc63 Being trauma-informed isn\u2019t about big theory or buzzwords. It\u2019s 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. \ud83d\udc63<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 07\/11\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\u2728 What a night! \u2728

We had a brilliant evening at the Business Post Leadership Awards<\/a> surrounded by some of Ireland\u2019s most inspiring (and seriously impressive) leaders and innovators.

Sadly, I didn\u2019t bring home the Emerging Leader award \u2014 that well-deserved honour went to the amazing Lauren McKenna<\/a> from Positive Carbon<\/a> \ud83d\udc4f

But let\u2019s be honest\u2026 I still won big:
\ud83c\udfc6 A night out with my wonderful husband (a rare occurrence these days!)
\ud83c\udfc6 An evening filled with great company, laughter, and a few imposter-syndrome moments
\ud83c\udfc6 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:

\u201cThe harder you work, the luckier you get.\u201d \u2013 Gary Player

So here\u2019s to working hard, getting lucky, and keeping at it \u2014 even when the trophy shelf stays empty \ud83d\ude09<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 03\/11\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83e\ude99 \u26bd Mediation and Shareholder Disputes \u26bd \ud83e\ude99

When disagreements arise between shareholders, the impact often stretches far beyond the boardroom \u2014 damaging trust, disrupting operations, and putting the organisation\u2019s future at risk.

We\u2019ve 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 \u2014 and far more hopeful \u2014 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\u2019s a small but significant shift \u2014 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 \u201cwhat went wrong\u201d to \u201cwhere can we go to next?\u201d

In shareholder disputes \u2014 whether in sport, family businesses, or corporate partnerships \u2014 mediation helps:

\ud83d\udcac Reopen communication that\u2019s broken down
\ud83e\udd1d Protect the shared asset everyone cares about
\u2696\ufe0f Avoid drawn-out and costly litigation
\ud83c\udf31 Restore trust and focus on the future

\ud83d\udcd6 Read the case here: https:\/\/lnkd.in\/eV5mTT88<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 28\/10\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83d\udcac \u201cCrying Out for Mediation\u201d \ud83d\udcac\u2013 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 \u201ccrying out for mediation.\u201d

The High Court case \u2014 involving disciplinary actions, suspension, allegations of misconduct and injuctions \u2014 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.

\ud83d\udca1 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\u2019s comments serve as a gentle judicial nudge \u2014 a reminder that mediation isn\u2019t 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 \u201ccrying out for mediation,\u201d it\u2019s really a call for all of us \u2014 employers, employees, and advisers \u2014 to consider mediation earlier and more often, before positions harden and relationships fracture beyond repair.

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LinkedIn: 20\/10\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83c\udfe2 \ud83d\udc68\u200d\ud83d\udcbc \ud83e\uddd1\u200d\ud83d\udcbc The move toward bringing employees back to the office is gaining momentum across organisations in Ireland. One recent example is UCD\u2019s 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 \u2014 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.

\ud83d\udcd6 Read about this case here: https:\/\/lnkd.in\/eyzWmW5q<\/a>

Large changes like these can bring challenges \u2014 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 \u2014 before issues escalate into formal disputes.

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LinkedIn: 15\/10\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83c\udfa2 As someone fairly new to self-employment, I\u2019ll admit that marketing myself has been a whole new learning curve! \ud83c\udfa2

It\u2019s one thing to do the work you love \u2014 it\u2019s another to tell the world about it in a way that feels authentic (and doesn\u2019t make you cringe while doing it \ud83d\ude05).

Because mediation is such a confidential and sensitive process, traditional marketing tools \u2014 like Google reviews \u2014 aren\u2019t really an option. So, I\u2019ve recently started inviting clients to share anonymous feedback through a short SurveyMonkey<\/a> questionnaire after we close their mediation process.
I\u2019ve been genuinely delighted (and relieved!) by the feedback so far, and I\u2019m using it to keep improving and shaping my service to better meet clients\u2019 needs.

\ud83e\udd14 I am still learning, still adapting \u2014 but really enjoying the process along the way. \ud83d\udcac\u2728 Coast Mediation and Consultancy<\/a><\/p><\/div><\/div><\/div>

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LinkedIn: 08\/10\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Just back from delivering a very enjoyable training session with my former colleagues at the Citizens Information Phone Service, the national service based in Blackrock, Cork!

It was such a pleasure to reconnect with such a dedicated and highly skilled team of information officers \u2014 professionals who field thousands of calls every day from people across Ireland, providing guidance on a wide range of social, legal, employment and health-related issues(and much more!)

Knowing the depth of their expertise, I designed a detailed session focused on the types of queries callers may have about mediation \u2014 what it is, how it works, and where people can access it.

During the session, we ran a few straw polls (see Mentimeter results below \ud83d\udc47) to explore what members of the public tend to ask about mediation. This sparked some fascinating discussions and offered valuable insights into public awareness and perceptions of mediation in Ireland.

In preparing for the training, I also took the opportunity to explore the wide range of mediation services available in Ireland, including:
The Family Mediation Service Legal Aid Board<\/a>
The Residential Tenancies Board (RTB) Residential Tenancies Board (RTB)<\/a>
The Workplace Relations Commission (WRC) Workplace Relations Commission<\/a>
The Financial Services and Pensions Ombudsman Financial Services and Pensions Ombudsman (FSPO)<\/a>
The Injuries Resolution Board Injuries Resolution Board<\/a>
And, of course, the network of private mediators through the Mediators\u2019 Institute of Ireland The Mediators’ Institute of Ireland<\/a>

Overall, the session was very well received, and I came away with renewed appreciation for the critical work of Citizens Information Board<\/a> and for the growing interest in mediation as a constructive way to resolve disputes.<\/span><\/span><\/div><\/div><\/div>
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LinkedIn: 05\/10\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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What an amazing few days for me and my business Coast Mediation and Consultancy<\/a> (also me!) at The Mediators’ Institute of Ireland<\/a> 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<\/a> and Andrea O\u2019Neill<\/a> and Alison Martin<\/a>!<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Delighted to be at the The Mediators’ Institute of Ireland<\/a> Conference for the next few days!! The cameras are out already \ud83d\ude0e<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 02\/10\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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All set up at my kitchen table HQ for this afternoon\u2019s webinar with Erin International Ireland<\/a>!

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\u2019m genuinely passionate about feels like such a privilege\u2026even if Future Rois\u00edn will be less thrilled about the dishes!<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 30\/09\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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A recent Workplace Relations Commission ruling reinforces the importance of fair pay and transparency and compliance with the Payment of Wages (Amendment) (Tips and Gratuities) Act 2022.

\ud83d\udc49 In this case, a Dublin beauty salon withheld thousands of euro in card tips from a worker, leaving her with just \u20ac5 an hour despite being promised \u20ac18. The salon also failed to issue a proper contract and even discouraged her from having one to \u201cpay less tax.\u201d

The WRC found breaches of the Payment of Wages Act and the Terms of Employment (Information) Act 1994, awarding the worker, Joselyn Moreira, \u20ac11,012 in unpaid wages, tips, and compensation.

\ud83d\udcd6 Read the case here: https:\/\/lnkd.in\/e5jTXDgV<\/a><\/span><\/span><\/div><\/div><\/div>
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LinkedIn: 24\/09\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Here I am presenting to my empty living room\u2014praying no one rings the doorbell or looks in the window!

I\u2019m gearing up for an important presentation on Friday. Public speaking doesn\u2019t come naturally to me, so I channel my inner Roy Keane: \u201cFail to prepare, prepare to fail.\u201d Lots of preparation, plenty of practice\u2026 and maybe a few chats with the couch for good measure. Wish me luck!<\/span><\/span><\/div><\/div><\/div>
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LinkedIn: 18\/09\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83e\udef4 Supporting Clients Through Mediation \ud83e\udef4

One of the most important parts of my work is making sure clients feel fully supported and informed throughout the mediation process. Clarity and guidance are key to my approach.

To ensure this, I always follow up within 24\u201348 hours after a session with a written summary. This includes the updates discussed, the matters agreed, and the next steps. Clients then have clear, real-time information to reflect on between sessions.

This approach not only brings transparency but also gives clients the chance to review and process discussion points at their own pace \u2013 and to seek legal advice where needed.

For me, mediation isn\u2019t just about the sessions themselves, it\u2019s about creating a safe, structured process where people know exactly where they stand and where they\u2019re going.<\/p><\/div><\/div><\/div>

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LinkedIn: 12\/09\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83d\udca1 One of the most common questions clients ask in mediation is:

\ud83d\udc49 \u201cWill our agreement be legally binding?\u201d

The answer isn\u2019t always straightforward. The legal standing of a mediation settlement can vary depending on the type of mediation involved.<\/span><\/span><\/div>
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Best practice also differs and it\u2019s important to understand how these practices align with the Mediation Act of 2017.

For example, the Law Society of Ireland advises practitioners to make it clear that mediation agreements in relation to separation and divorce are not legally binding until further legal steps are taken to give them binding effect.

To make this clearer, I\u2019ve put together a simple flow chart showing the best practice approaches for different types of mediation settlements.<\/span><\/span><\/div><\/div><\/div>
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LinkedIn: 08\/09\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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I\u2019m really looking forward to attending The Mediators’ Institute of Ireland<\/a> 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:
\ud83d\udcabJim O’Callaghan TD<\/a>D, sharing his perspective on the role of mediation in resolving disputes in Ireland.
\ud83d\udd25 Hon. Ms Justice Marguerite Bolger, exploring the Family Justice Strategy and insights on \u2018court-ordered\u2019 mediation.
\ud83d\udcabBrian Pennie, PhD<\/a>, on the science and practice of staying present when it matters most \u2014 a vital skill for mediators, leaders, and anyone navigating complex human interactions.

I\u2019m also delighted to be hosting a dedicated session for new mediators with Jill Robinson<\/a>, focused on building networks and support systems for those new to the industry.

Most of all, I\u2019m 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<\/a>

\ud83c\udf9f\ufe0f Read more and Get your tickets here: https:\/\/lnkd.in\/e-h7my3R<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 03\/09\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83d\udc9c *Personal Post Alert* \ud83d\udc9c

This morning on the train, travelling to meet new clients, I find myself reflecting on how grateful I am for the career I\u2019ve discovered.

It\u2019s almost two years since I left paid employment \u2014 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 \u2014 and pursue something I truly care about by establishing Coast Mediation and Consultancy<\/a>.

What has stood out most on this self-employment journey is the incredible support I\u2019ve received \u2014 from friends, family, colleagues, and organisations like Local Enterprise Offices<\/a>. 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\u2019m deeply grateful for that generosity.

If any of my connections here are thinking about starting a business \u2014 or are at the beginning of your own journey \u2014 please feel free to reach out. I\u2019d be delighted to share my experience, what I\u2019ve learned, and hopefully offer some encouragement along the way.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 01\/09\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\u26bd 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. \u26bd

Under Ireland\u2019s 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\u2019t simply a legal requirement \u2014 it\u2019s 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.

\ud83d\udcd6 Read about the case here: https:\/\/lnkd.in\/eVWWHQSJ<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 25\/08\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Its back to school again for me this September when I will study the Diploma in Family Law with Law Society of Ireland<\/a> under the expert leadership of Riona Leahy<\/a> .

This programme offers a comprehensive overview of recent developments in family law \u2014 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<\/a>. I am hoping it won’t take too long to dust off the cobwebs and get the brain firing on all cylinders again!<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 21\/08\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83d\udca1 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\u20132015. 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.

\ud83d\udcd6 Read the case here: https:\/\/lnkd.in\/ejRFxJwD<\/a>

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\u2019s comment (\u201cYou really should enjoy every moment at home with the baby\u201d) introduced bias \u2014 or the perception of bias \u2014 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 \u201corder of merit\u201d 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.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 16\/08\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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I\u2019m delighted to receive my recent registration from CORU and to bring my background and experience in Social Care into my work as a family and workplace mediator.<\/span><\/span><\/p>

Although social care and mediation are distinct professions, CORU registration adds real value to my mediation practice by:<\/p>

\ud83d\udca2 Providing credibility and public trust through professional regulation and Garda vetting
\ud83d\udcab Strengthening safeguarding awareness and ethical standards
\ud83e\udeac Bringing deep people-focused skills for handling sensitive, high-conflict situations
\ud83d\udcda Ensuring a commitment to continuous learning through required CPD<\/p>

Mediation is about helping people find solutions in challenging times. A regulated social care background helps me do that with professional integrity, insight, and accountability.<\/p>

Check the register here: www.coru.ie<\/a><\/p>

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LinkedIn: 11\/08\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83d\udca1 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.

\ud83d\udea8 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\u2019s 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.

\ud83d\udcb0 The employee was awarded \u20ac18,000 in compensation for age discrimination under the Employment Equality Act 1998-2015.

\ud83c\udf05 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 \u2014 and opportunity \u2014 is cultural: treating longer working requests with respect, transparency, and genuine consideration.

\ud83d\udede 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. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 01\/08\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Yesterday\u2019s revelations about roads policing in An Garda S\u00edoch\u00e1na \u2014 where some frontline members reportedly showed open disinterest and hostility towards their duties, and managers admitted to a reluctance or fear of engaging in performance management \u2014 are deeply concerning, though perhaps not surprising to those of us who work in or alongside public bodies.

As a workplace mediator, I regularly encounter situations where:
\u26ab Underperformance is tolerated due to a fear of conflict.
\u26ab Managers feel unequipped and unsupported to challenge behaviour and performance in the workplace.
\u26ab Staff morale suffers in silence until tensions erupt.

Public service roles are demanding \u2014 and they demand strong leadership and purposeful performance management. That means:

\ud83d\udcab Tackling issues early and with fairness.
\ud83d\udca5 Fostering a culture of clear accountability where conflict is addressed, not avoided.
\ud83d\udcab Equipping managers to engage in tough conversations rather than sidestep them.
\ud83d\udca5 Rebuilding trust and communication before situations escalate into crisis.


\ud83d\udcd6 Read the full story here: https:\/\/lnkd.in\/eDaWaEFJ<\/a><\/span><\/span><\/div><\/div><\/div>
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LinkedIn: 29\/07\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83d\udc68\u200d\ud83d\udc69\u200d\ud83d\udc67\u200d\ud83d\udc67 Family Business Mediations \ud83c\udfe1 :<\/p>

Family disputes involving a family business are a common thread in many of the mediations that I work with clients on.
The overlap of personal relationships and business roles can create deep entanglement \u2014 and when a crisis hits or change is on the horizon, long-standing dynamics can quickly spiral.<\/p>

\ud83d\udee0\ufe0f Mediation offers a chance to pause, reset, and refocus.
It creates space for honest conversation, clarity of roles, and a renewed focus on what truly matters \u2014 both in the business and in the family.<\/p>

Preserving a legacy shouldn’t come at the cost of losing the relationships that built it!<\/p><\/div><\/div><\/div>

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LinkedIn: 25\/07\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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The WRC has shone a light on the area of workplace stress and employee burn out with their recent decision relating to a lingerie sales person\u2019s claim for Constructive Dismissal. In this case, the WRC Adjudicator found that the employer had breached their duty of care to the employee by failing to address ongoing concerns about understaffing, rostering and claims of work-related stress by an employee with 20 years of service. It was held that the employer\u2019s failure amounted to a repudiation of contract and as such maximum compensation of \u20ac15,800 was awarded in this case of Constructive Dismissal.

This case highlights the importance of employers taking active steps to respond to staff concerns, particularly with regard to health and safety issues in the workplace.

\ud83d\udcd6 Read the case here: https:\/\/lnkd.in\/e24-sT-d<\/a><\/span><\/span><\/div><\/div><\/div>
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LinkedIn: 30\/06\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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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 \u20ac26,000 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.

\u2696\ufe0f The case reinforces a key principle: redundancy must be about the role, not the person\u2014and process matters.
\ud83d\udcc9 Missteps in redundancy decisions can have significant legal, financial, and reputational consequences.
\ud83d\udde3\ufe0f 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\u2014protecting both individuals and organisations.

Read the case here: https:\/\/lnkd.in\/ekZd_inF<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 24\/06\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83d\uded1 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?
\ud83d\udc49 Teams can be left divided.
\ud83d\udc49 Trust may be broken.
\ud83d\udc49 Tension often lingers.

That\u2019s where workplace mediation plays a powerful role.
It\u2019s not about revisiting the past \u2014 it\u2019s about helping people move forward.

Mediation can:
\u2705 Rebuild trust
\u2705 Improve working relationships
\u2705 Support a healthier team culture
\u2705 Show leadership that values people, not just process.

If your organisation has just completed an investigation, don\u2019t assume the hard part is over! Get in touch if I can be of any help!<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 10\/06\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\u2696\ufe0f The Principles of Natural Justice \u2696\ufe0f :

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 \u20ac48,000 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:
\ud83d\udde8\ufe0f She was suspended (on pay for 6 months) and later dismissed without being interviewed or involved in any formal investigation or disciplinary hearing.
\ud83d\udde8\ufe0f Her employer failed to provide specific details of the allegations or identify her accusers at the time.
\ud83d\udde8\ufe0f She only learned of the extent of the accusations during the WRC proceedings.
\ud83d\udde8\ufe0f 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\u2014including the right to fair notice and a chance to defend oneself\u2014\u201ccannot be ignored.\u201d

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\u2019s livelihood and ability to secure new employment.

\ud83d\udcd6 Read case here: https:\/\/lnkd.in\/e2hKS89F<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 03\/06\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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I\u2019m pleased to share that all my mediation services are now fully available online \u2014 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 \u2014 no travel, no stress, just professional guidance when it’s needed most.
\ud83d\udd39 Trauma-informed approach
\ud83d\udd39 Flexible scheduling
\ud83d\udd39 National and international access
\ud83d\udd39 Private, safe, and efficient
If you’re facing conflict and need a structured, respectful way forward \u2014 let’s connect.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 27\/05\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Me & My Trusty Flip Chart \ud83d\udcdc


You\u2019ll never catch me heading to a mediation session without my portable flip chart \u2013 even if the venue guarantees there\u2019ll be one on site. I\u2019ve 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 \u2013 especially in emotionally charged settings.

Other trauma-informed steps I take:
\u2714\ufe0f Asking clients how they prefer to communicate.
\u2714\ufe0f Sending clear, detailed session outlines in advance (by email or text \u2013 their choice).
\u2714\ufe0f 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\u2019s why every element of the process matters \u2013 and why I\u2019m committed to providing a supportive, professional, and thoughtfully trauma-informed space.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 23\/05\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83c\udfb5 Flute teacher to appeal WRC ruling he was not a whistleblower\ud83c\udfb5

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\u2014claiming tens of thousands in public funds were being wasted annually. But the Workplace Relations Commission didn\u2019t 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\u2026 is take it to the Labour Court for an encore. \ud83c\udfb6\ud83c\udfad

Read here: https:\/\/lnkd.in\/epUKvm4P<\/a>.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 19\/05\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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I am starting the week on a high after attending The Bar of Ireland<\/a>‘s Mediation: Making Commercial Sense event at the Dublin Dispute Resolution Centre (DDRC)<\/a> on Friday.

\ud83d\udca1 It was an inspiring and thought-provoking afternoon, showcasing the growing momentum behind mediation as a preferred \u2014 and in some jurisdictions, compulsory \u2014 first step before litigation. We heard from some of Ireland\u2019s most experienced mediators including Mark Connaughton SC, Peggy O\u2019Rourke SC, and Denise waldron<\/a>, who shared their insights into what makes a mediator truly effective.

\ud83e\uddba It was equally refreshing to hear the perspective of a regular mediation user, Rory Williams<\/a>, CEO of Ronan Group Real Estate, who spoke candidly about what parties expect from the process and from mediators themselves.

\ud83c\uddee\ud83c\uddea The panels were rich with contributions from senior figures in the Irish State and legal sector, including Attorney General Rossa Fanning<\/a> , Donnacha O’Sullivan (Department of Justice), Ciar\u00e1n Breen (State Claims Agency), Sylda Langford<\/a> (WRC), \u00d3rla Kelly<\/a>(Cantillons Solicitors), and Georgina Farren<\/a> \u2014 each offering valuable insights into how mediation is evolving across sectors and specialties.

\u2696\ufe0f 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 \u2014 and signalling that Ireland may soon follow international examples where early mediation is a mandated step.

\ud83e\udd1d 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 \u2014 it\u2019s 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<\/a>, John Biggins<\/a>, Austin Kenny<\/a> Dr David Sharpe KC SC<\/a>, \u00d3rla Kelly<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 13\/05\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83d\udca1 Handling Workplace Bullying Complaints \ud83d\udca1<\/p>

In a recent WRC case, a hotel night manager accused of bullying a gay colleague was fairly dismissed\u2014but still awarded \u20ac3,000 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\u2014failing to respond to his appeal request\u2014rendered the dismissal legally unfair.<\/p>

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\u2014sent to a staff member who had already left the company\u2014led to the ex-employee receiving a \u20ac3,000 compensation award.<\/p>

\ud83d\udcd1 Read case here: https:\/\/lnkd.in\/eButeBbT<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 06\/05\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83d\udc57 Skort Vs Shorts \ud83e\ude73

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 \u2014 Kilkenny and Dublin \u2014 took a quiet but powerful stand. Instead of wearing the mandated skorts, they wore shorts. For them, it wasn\u2019t 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.

\u2696\ufe0f 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 \u2014 real change becomes possible.

This wasn\u2019t just a protest about kit. It was a clear, calm call for choice. And I think it deserves to be heard \u2014 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.

\ud83d\udca1 This is more than a moment in sport. It\u2019s a lesson in leadership, listening, and change \ud83d\udca1

Read here: https:\/\/lnkd.in\/dbd6GHZD<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 01\/05\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83c\udfa7 Just listened to this excellent podcast offering a clear overview of the benefits of Workplace Mediation \u2014 a proactive, constructive approach to resolving conflict.


Joe Thompson, Assoc CIPD<\/a> and Mary Cullen<\/a> 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!<\/p>

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Listen Here:<\/p>

https:\/\/insighthr.podbean.com\/e\/episode-220-mediation-when-why-how\/<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 11\/04\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83d\uded1 Plans to increase statutory sick leave from 5 to 7 days in 2025 have been put on hold by the Government.\ud83d\uded1

Despite previous commitments, Cabinet has decided not to move forward \u2014 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<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 02\/04\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83d\udce2 Pay-Related Jobseeker\u2019s Benefit\ud83d\udce2

Starting this week, Ireland is introducing a pay-related Jobseeker\u2019s Benefit, aligning with EU standards and providing greater financial security for those facing unemployment.

\ud83d\udd39 How It Works:
\u2705 Payments linked to previous earnings for up to 39 weeks
\u2705 Up to \u20ac450 per week for those with 5+ years\u2019 PRSI contributions
\u2705 Gradual reduction over time to support job transitions
\u2705 Minimum payment of \u20ac125 per week

\ud83d\udcdd Applications must be made within 6 weeks via mywelfare.ie<\/a> or Intreo centres.

This reform is a key step in protecting workers during periods of uncertainty.

Read more here: https:\/\/lnkd.in\/eiMPtE5Q<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 26\/03\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83d\udce2 A very interesting case in Northern Ireland, settled through mediation, has garnered attention for its transparency\u2014an 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. \ud83d\udce2<\/p>

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.<\/p>

Read here:<\/p>

rte.ie\/news\/ulster\/2025\/0326\/1504049-sexual-discrimination-ni\/<\/p>

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LinkedIn: 20\/03\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83d\udce2 No-Fault Dismissals: What Employers Need to Know \ud83d\udce2

Last week, I attended an excellent Employment Law Seminar with Collins McNicholas Recruitment & HR Services Group<\/a> and Alastair Purdy LLP | Employment Law Firm Ireland<\/a>.

One of the cases covered by Einde O Donnell<\/a> was the recent Philip Nolan v SFI case which has reignited discussions around no-fault dismissals\u2014a 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:

\u2705 Fair procedures must be followed in cases of misconduct.
\u2705 Poor performance alone can justify dismissal\u2014without requiring disciplinary procedures.
\u2705 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).

\ud83d\udc53 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\u2014one to watch closely! \ud83d\udc53

\ud83d\udd0e 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- \ud83c\udf20 MEDIATION!! \ud83c\udf20 )<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 10\/03\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\u2696\ufe0f Proving Constructive Dismissal in Ireland: A High Bar to Clear \u2696\ufe0f


\ud83d\udc69\u200d\u2696\ufe0f A recent WRC ruling highlights just how difficult it is to prove constructive dismissal in Ireland. Recruiter Liam Howlin\u2019s claim against Indeed.com<\/a> was rejected after the tribunal found he had other options besides resignation and that his employer had made \u201cconsiderable effort\u201d to support him.


\ud83d\udde3\ufe0f 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 \u201cwent into full combat mode,\u201d escalating tensions until he felt forced to quit. However, the WRC ruled that the fault lay with him, not the employer.


\ud83d\udca1 This case is a stark reminder: to succeed in a constructive dismissal claim, an employee must prove that resignation was the only reasonable option\u2014a high threshold that most claims fail to meet.

Read case here: https:\/\/lnkd.in\/debkhaxj<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 26\/02\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83c\udfc9 Building Stronger Teams: A Lesson from Sport & Business \ud83c\udfc9


Having managed teams for years, I\u2019ve seen firsthand how misalignment in goals and values can create friction, impacting both morale and productivity. When teams aren\u2019t working cohesively, it doesn\u2019t just affect performance\u2014it 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<\/a> event where Bernard Jackman<\/a> 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\u2014players and backroom staff alike.

At the start of the season, each team member created a short PowerPoint on:
1\ufe0f\u20e3 My Hero
2\ufe0f\u20e3 My Hardship
3\ufe0f\u20e3 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.

\ud83d\udcab The result? Stronger connections, greater cohesion, and a shared sense of purpose.
If you\u2019re looking for a meaningful way to bring your team together, this might be an initiative worth trying. Thanks to Bernard Jackman<\/a> for sharing, and to Pat Lam for the inspiration!<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 17\/02\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\u2696\ufe0f Mediation Settlement Agreements & Employment Claims \u2696\ufe0f

A recent WRC decision reaffirmed that a well-drafted settlement agreement can effectively bar future employment claims\u2014provided it meets legal standards.

\ud83e\uddba In this case, a complainant sought to pursue a claim under the Safety, Health and Welfare at Work Act 2005, despite previously engaging in mediation and signing a settlement agreement explicitly waiving any future employment-related claims. The Adjudicator found that:

\u2705 The Settlement agreement was clear and comprehensive in covering all potential future employment claims.
\u2705 The Complainant had independent legal representation (solicitor, Junior & Senior Counsel) which was financially facilitated by the Respondent
\u2705 The complainant signed the settlement agreement with the benefit of informed consent

\ud83d\udd39 Outcome? The WRC lacked jurisdiction to hear the case due to the matter being dealt with in a previously signed settlement agreement, reinforcing that properly executed mediation settlements hold weight in protecting employers from any future employment related claims.

Read case here: https:\/\/lnkd.in\/eMfrVMi2<\/a><\/span><\/span><\/div><\/div><\/div>
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LinkedIn: 11\/02\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83d\udc96Delighted to be back with my old colleagues in Citizens Information Phone Service today, providing my independent interview services!\ud83d\udc96

\ud83c\udf89Citizens Information Board<\/a> is such a valuable service to the Irish population and one where I was hugely grateful to receive top class training and management experience in all areas of HR, Irish Employment Law and Citizens Rights and Entitlements.

\ud83d\udcf2If you are looking for an external panel member for your recruitment drives, please be sure to get in touch!

https:\/\/lnkd.in\/eyfWSKig<\/a><\/span><\/span><\/div><\/div><\/div>
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LinkedIn: 10\/02\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83d\udebfEqual Status Act, 2000 in the WRC: The Battle of the Bits & Pieces \ud83d\udebf


\ud83d\udcb0 A South Dublin gym has been ordered to pay \u20ac8,000 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\u2014for allegedly using “vulgar” language when describing his request.

\ud83c\udf51 Staff claimed he made them uncomfortable with his phrasing, with one testifying that he referred to washing his \u201cbits and pieces\u201d while another alleged he used the word “arse”.

\ud83e\udee7 \ud83e\uddfd 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 \u20ac5000 for the discriminatory act of a failure to provide reasonable accommodations and a further \u20ac3000 for the victimisation he suffered having been expelled from the gym.

Read the case here: https:\/\/lnkd.in\/gy4G5P-p<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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LinkedIn: 30\/01\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\ud83d\udd0a 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? \ud83d\udd0a<\/p>

\u2194\ufe0f Both Employees and Self Employed individuals must meet a number of criteria to avail of this PRSI based entitlement.<\/p>

\u2194\ufe0f It is paid for up to a maximum of 2 years for each person you are caring for.<\/p>

\u2194\ufe0f A GP Visit card is awarded to those in receipt of Carer’s Benefit<\/p>

Read more here: https:\/\/lnkd.in\/dWZSkgUi<\/a><\/p>

(Posted by Roisin Mc Daid on LinkedIn, 30\/01\/25, click here<\/a>)<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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LinkedIn: 29\/01\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\ud83d\udcab Workplace Mediation \ud83d\udcab<\/p>

As a workplace mediator, I\u2019m always delighted to assist HR teams, Finance departments, CEOs and Boards of Directors seeking external mediation support.<\/p>

Examples of case I have helped resolve in recent months recently include:<\/p>

*\ufe0f\u20e3 A Return to Office Mandate Conflict<\/p>

\u2734\ufe0f A Workplace Bullying Allegation<\/p>

*\ufe0f\u20e3 An Exit Settlement for a Senior Executive<\/p>

\u2734\ufe0f A Communication Breakdown in Employer\/ Employee Relationship<\/p>

To help explain the Workplace Mediation process, I\u2019ve created a short animation designed for anyone who might benefit from my services.<\/p>

If you have a case where I can help, feel free to get in touch\u2014I\u2019d love to collaborate with you!
\ud83c\udf10 www.coastservices.ie<\/a><\/p>

\u00a0<\/p>

(Posted by Roisin Mc Daid on LinkedIn, 29\/01\/25, click here<\/a>)<\/p>

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LinkedIn: 29\/01\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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With Storm \u00c9owyn bringing a red warning to Cork, Kerry, Limerick, and Clare this Friday, I’m sharing this Q&A document once more to help keep everyone informed. Stay safe out there! \ud83c\udf27\ufe0f\ud83d\udca8<\/span><\/span><\/div><\/div><\/div>
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LinkedIn: 20\/01\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\ud83d\udce3 Another WRC Ruling on Reasonable Accomodations \ud83d\udce3

\ud83d\udcb0 Publisher Edco has been ordered to pay \u20ac64,000 in compensation to former saleswoman Mary Tracy for breaching the Employment Equality Act, 1998.

\ud83c\udfcb The WRC found Edco failed to provide Reasonable Accommodations for Ms. Tracy\u2019s 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.

\ud83d\uded1 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.


\ud83d\udde3\ufe0f \ud83d\udde3\ufe0f 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<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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LinkedIn: 11\/01\/25 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\ud83d\udd26 HSE’s Position on Rest Breaks \ud83d\udd26

\ud83d\udca1 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.

\ud83c\udf7d\ufe0f 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.

\ud83d\uded1 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.

\ud83d\udcb0 The disability nurse was awarded \u20ac9380, equivalent to 10 weeks gross pay in compensation for the HSE’s breach of the Organisation of Working Time Act.

\ud83e\udd14 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 \u20ac11,000. In Melissa Gallagher’s case, the breaches occurred during a 5 month employment period. She was awarded \u20ac9380.

Read the case here: https:\/\/lnkd.in\/eHXD6wHr<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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LinkedIn: 10\/12\/24 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\ud83c\udf1f Pregnancy Discrimination Cases Spotlight \ud83c\udf1f

The Workplace Relations Commission (WRC) has been tackling significant pregnancy discrimination cases recently, with two major rulings made in the past week:

\ud83d\udce2 Case 1: Pregnant Worker Pressured to End Contract
https:\/\/lnkd.in\/ewJnNt7E<\/a>

\ud83d\udce3 Case 2: Social Media Manager Wins \u20ac35K Over Hostility from Boss
https:\/\/lnkd.in\/ep5cW_PQ<\/a>

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\u2019ve 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.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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LinkedIn: 29\/11\/24 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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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\u2019s a straightforward approach centered on genuinely putting clients first.

I\u2019ve 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<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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LinkedIn: 14\/11\/24 <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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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.

\ud83d\udc68\u200d\u2696\ufe0f 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.

\ud83d\udd70\ufe0f 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.

\ud83d\udcc2 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.

\ud83d\udeab 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.

\ud83c\udd98 The Respondent Company is now in liquidation and they did not present for the hearing or provide any evidence to the hearing.

\ud83d\udcb8 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 \u20ac16,000 in compensation for this discrimination.
Additionally, they determined that the Complainant was unfairly dismissed and directed the Respondent to pay \u20ac8,000 in compensation.

Read case here: https:\/\/lnkd.in\/dA-HrZaz<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Blog Recent Social Media Posts by R\u00f3is\u00edn: LinkedIn: 26\/11\/25 \ud83e\udde0 The Mediation Mindset \ud83e\udde0 Many clients come to mediation hoping to resolve old pain.But mediation isn\u2019t designed to fix the past, it\u2019s designed to help people build better futures.This video explains the mindset shift that helps to make mediation work. https:\/\/youtube.com\/shorts\/JFyXs1K_HCg LinkedIn: 11\/11\/25 \ud83d\udc63 Small […]<\/p>\n","protected":false},"author":2,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"nf_dc_page":"","site-sidebar-layout":"no-sidebar","site-content-layout":"page-builder","ast-site-content-layout":"full-width-container","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"disabled","ast-breadcrumbs-content":"","ast-featured-img":"disabled","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"class_list":["post-1843","page","type-page","status-publish","hentry"],"yoast_head":"\nBlog<\/title>\n<meta name=\"description\" content=\"Cork-based accredited family mediator. Helping families navigate separation, divorce, co-parenting & disputes. Online & in-person. Call 087-935-9420.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/coastservices.ie\/work\/blog-2\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Blog\" \/>\n<meta property=\"og:description\" content=\"Cork-based accredited family mediator. Helping families navigate separation, divorce, co-parenting & disputes. Online & in-person. 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