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FREE Accident App to Download....

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If you ever find yourself involved in an accident or a witness to one you may be too stressed to record all the relevant details.


Why not download this free specially designed App onto your iPhone/Android phone and should the need arise the app can guide you step by step on what you should do to accurately record the details of the accident including capability to record pictures and audio clips at the scene.


Simply go to the App store and search for “Accident Recorder”. Once this is downloaded you can search under Sherry McCaffery Solicitors or input code LA56.

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Employment Law


Our employment department acts for both employers and employees. We work closely with our clients to help them to adapt to new developments in Employment Law and provide speedy solutions to any employment issues in the workplace.



We advise on all aspects of Employment Law to businesses that need assistance in both non-contentious and contentious matters that arise from the commencement of a new business through to its closure or transfer.


We offer professional, practical, friendly and effective advice on a wide range of issues that arise in the workplace.


Areas of advice include the following:

  • Drafting, reviewing and advising on contracts of employment, policies, procedures and office manuals
  • Drafting Confidentiality and Restrictive Covenants
  • Advising and mediating on workplace investigations/claims
  • Advise on Transfer of Undertakings Regulations (TUPE)
  • All aspects of termination of employment including negotiation of termination/redundancy packages including statutory requirements
  • Management of stress and sickness absence in the workplace
  • Parental rights and flexible working
  • Representation in relation to claims made to the Equality Appeals Tribunal on grounds of Discrimination
  • Representation in relation to claims made to the Rights Commissioner, Employment Appeals Tribunal or the Labour Court




Recent Updates

1. The HSA has published a guide on manual handling risk assessment in the manufacturing sector, here: Manual Handling Risk Assessment


2. A new Statutory Instrument (S.I.81 of 2013 European Union (Parental Leave) Regulations 2013) was signed into Irish law on the 8 March 2013 giving effect to the EU Directive on Parental Leave


The principle changes are:  

  • Unpaid parental leave will be extended from 14 to 18 weeks for each parent
  • Parents can avail of the leave for each child under eight, but are limited to 18 weeks per year if they have more than one child (except in the case of twins or triplets)
  • An employee returning to work from parental leave may request changes to their work hours and/or patterns for a set period of time. However, although the employer must give this consideration they are not obliged to grant these changes
  • Whilst both parents have equal rights to the leave, this cannot be transferred between them, unless they work for the same employer
  • European Union (Parental Leave) Regulations, 2013


3. Employers Guide to making an Employee redundant


According to Section 7(2) of the Redundancy Payments Acts 1967 – 2007, there are five legal reasons for redundancy in Ireland:

  • Change in purpose or place of business.
  • Reduction in requirements of the business.
  • Fewer employees required.
  • Change in work methods.
  • Change in work.


Selection for redundancy should be fair, transparent and objective and should adhere to an approved redundancy procedure. A genuine redundancy has two important characteristics - 'impersonality' and 'change'. It is the position, and not the employee, that is being made redundant.


Best practice is to engage in a two-stage consultation procedure (including some form of notification and consultation). The employer should make the employee aware of the business' need for restructuring. There should be transparency about the selection process andee the employee should be consulted about any suitable alternative employment with the company. Employees should be asked to provide input before a final decision is made. Any input or proposals by employees should be considered and responded to and all responses should be recorded.


If employers do not adhere to fair procedures, despite a genuine redundancy situation existing they leave themselves open to an unfair dismissal claim under the Unfair Dismissals Acts 1977 to 2007.


4. Croke Park II discussions - please see the following link to the Labour Relations Commission Proposals: Labour Relations Commission Proposals