These reports discuss this legal issue. Inclusion is not a finding or conviction, or a statement about a person's identity or status. Read each report's procedural stage and outcome.
Nadine Lattimore, a legally blind former Paralympian who has used a guide dog since 2017, brought an equality claim against Centra on Parnell Street in Dublin 1 under the Equal Status Act 2000. She alleged that on 18 December 2024 she was stopped at the shop entrance for 15 seconds because staff said dogs were not allowed, and that she was denied access. The WRC found that the incident was a brief lapse that was immediately corrected; the shop had a policy to restrict dogs due to past incidents with aggressive dogs, and staff were trained on the policy. The adjudicator agreed that the brief incident did not amount to discrimination and rejected the claim, ruling that the shop did not engage in prohibited conduct. The decision was published on 13 October 2025.
A veteran detention centre worker, diagnosed with Stills Disease in 2008, was denied a senior post in a 2021 promotion competition. He claimed the decision was discriminatory under the Employment Equality Act 1998. The Workplace Relations Commission rejected his lawyers' request to declare the competition null and void, citing the passage of time. The worker had been transferred to the centre's central hub in September 2019 to accommodate his health, a role with minimal human contact. He argued the transfer was a support following a serious assault on his son and that he was fit to return to work in May 2021. The adjudicator found the employer had discriminated by preventing his advancement, awarded €20,000 in compensation, and directed the employer to conduct a risk assessment before future promotions.
A garda with severe asthma and chronic obstructive pulmonary disorder has lodged complaints of disability discrimination, harassment and victimisation against the Commissioner of An Garda Síochána and the Minister for Justice at the Workplace Relations Commission. Garda Joseph Joyce, stationed in Longford, alleges he was ordered to return to frontline duty on 1 January 2022 contrary to medical advice during a Covid-19 surge, despite being granted special leave since April 2020 on grounds of severe health risk. He claims management ignored his general practitioner's guidance and assurances from a superintendent that he would not engage with the public, yet he was sent on foot patrol in Longford Town. Mr Joyce contends he encountered poor station hygiene, lack of sanitiser, equipment failures and subsequent claims he had breached protocols, causing work-related stress. The State disputes these allegations and argues An Garda Síochána was entitled to maintain operational capacity and that work-from-home arrangements were not sustainable. The commission has adjourned proceedings pending further evidence.
In a decision by the Workplace Relations Commission, landlord Sherman Chan was ordered to pay tenant Olga Burla €15,000, the maximum under the Equal Status Act 2000, after Chan refused to accept State housing assistance payments (HAP) and later evicted Burla, who had become a single parent in January 2024. Burla had been renting from Chan for about two years and faced financial hardship while paying €1,650 a month. She repeatedly asked Chan to apply for HAP, but he declined, claiming he did not want to accept it and feared the local authority would take over the property, a belief he later learned was incorrect. Chan's solicitor argued he was confused about HAP, but the adjudication officer noted that ignorance of the law is no excuse. The award considered Burla's financial loss of €22,109 and the stress caused by the discrimination.
A deli assistant with multiple sclerosis won €4,000 in compensation after resigning from her part‑time job when her manager could not guarantee her a reduction in working hours. The Workplace Relations Commission ruled that the unnamed retailer, a seaside resort business, failed to provide reasonable accommodation for her disability. The worker had requested four‑hour shifts, citing exhaustion, but the manager said he could not guarantee them and asked her to resign. She resigned in September 2024 after seven years with the company. The tribunal rejected her constructive dismissal claim under the Unfair Dismissals Act 1977, finding no local resolution opportunity. However, it upheld her Employment Equality Act 1998 claim, finding the lack of accommodation discriminatory on the grounds of disability, and ordered the employer to pay €4,000 in compensation.
In a decision published by the Workplace Relations Commission, a youth group committee was found to have discriminated against a trans volunteer, Mr E, by voting to exclude him from working with younger children because of his gender identity. The WRC directed the organisation to pay Mr E €5,000 in compensation for a breach of the Equal Status Act 2000. Mr E had been a leader for about 18 months before discovering in spring 2024 that his trans identity had caused controversy when he applied to volunteer in late 2022. A witness, Ms G, testified that another leader, Mr D, inadvertently disclosed Mr E's identity during the application review, and that two other leaders objected to his assignment to younger groups, citing potential parental concerns. The chairperson called a vote that resulted in Mr E's exclusion from younger groups. Ms G later quit the organisation after the meeting.
The Workplace Relations Commission (WRC) has rejected an equality claim brought by Mary Dempsey, an assistant professor at the University of Galway, under the Employment Equality Act 1998. Ms Dempsey alleged that the university discriminated against her on the grounds of gender and age when it refused her promotion to a professorship in 2022. She argued that the academic promotions committee ignored the impact of past discrimination, including restrictive contracts and limited research opportunities, on her career trajectory. The university denied these allegations, asserting that Ms Dempsey fell short in teaching, funding, and research output assessments. Adjudicator Peter O'Brien noted that while Ms Dempsey had previously secured €81,000 in compensation for gender and disability discrimination in 2015, she was not entitled to preferential treatment based on that past situation. The adjudicator stated that other candidates should not be disadvantaged by the complainant's history and found that she was not discriminated against in the recent promotion process. Consequently, the WRC dismissed her complaint, upholding the university's decision to reject her bid for the professorship.
In a decision published on 1 August 2025, an employment tribunal rejected a series of statutory complaints lodged by Colleen Lonergan, a telephonist who had been dismissed from Infosys BPM Ltd. Lonergan claimed unfair dismissal and disability discrimination after she was sacked for using the phrase "what a f***ing b***h" during a call she believed was on hold. The tribunal found that the customer heard the remark and interpreted it as a direct reference to her, and that the language was unacceptable. The tape of the call, reviewed in a company investigation, confirmed the use of the phrase. Lonergan had been allowed to work for a few days while the disciplinary process unfolded, but was ultimately dismissed in early July 2024. The tribunal dismissed her unfair dismissal claim, her disability discrimination claim, and several other statutory complaints, concluding that the conduct constituted gross misconduct and justified dismissal.
The Workplace Relations Commission heard a statutory complaint under the Equal Status Act 2000 brought by Pauline McDonagh, former treasurer of the All-Ireland Schnauzer and Pinscher Association, against the Irish Kennel Club (IKC). McDonagh alleged disability discrimination after the IKC suspended her membership in October 2023 for refusing to submit the 2023 annual accounts and treasurer's report. She claimed the board made a decision without investigating facts and that her grievance and subsequent equality claim were ignored. The IKC's counsel, William John Kelly BL, explained that McDonagh's failure to provide the required documents led to her suspension, and that the board had deemed her complaint inadmissible. McDonagh also complained that the 2022 AGM of the ASPA did not follow proper procedure. The WRC adjourned the case for further discussions between the parties.
Siddarth Thirunavukkarasu, a shop supervisor at Circle K's Belgard filling station in Tallaght, brought a complaint under the Employment Equality Act 1998 alleging gender‑based harassment after his manager, Julita Howe, allegedly told him to "be a man" and forced him to supervise a homeless man cleaning a bathroom that had been contaminated with faeces. Thirunavukkarasu claimed he was made to watch the homeless man clean the toilet with bare hands, was threatened with Garda reporting if he did not comply, and was instructed to give the man gloves and a blue towel while holding the door open. He reported nausea and discomfort from the smell and refused to continue, but Howe allegedly replied "Come on, be a man." The Workplace Relations Commission found no evidence of discrimination or victimisation but accepted that the remark constituted harassment, ordering Circle K to pay €1,000 in compensation.
A shop worker, Artur Czopek, who claimed he faced racial discrimination after being excluded from workplace gift collections for birthdays and significant events, has lost his case. The Workplace Relations Commission (WRC) rejected his complaint under the Employment Equality Act 1998 against TJX Ireland Unlimited, which operates as TK Maxx. Czopek, a Polish part-time sales assistant in Newbridge, Co Kildare, alleged that an assistant manager only selected Irish employees for the collections, excluding non-Irish workers. He stated that after complaining to the store manager, Scott Cooper, in 2024, the practice continued. The tribunal heard that the collections were for milestone birthdays and work anniversaries, and that non-Irish employees, including a Latvian, Polish, and Russian worker, had received gifts. Adjudicator Bríd Deering found that the evidence did not support claims of racial discrimination, noting that beneficiaries included various nationalities and that Czopek's complaints lacked sufficient evidence.
An airline was ordered to pay €7,500 to a passenger who was denied an exit‑row seat he had booked for extra legroom after disclosing his autism. The Workplace Relations Commission found the airline had discriminated against him under the Equal Status Act and had harassed him by repeatedly asking him to explain his disability in front of other passengers. The passenger had requested special assistance in advance, citing difficulties with queuing and the need for space for his sleep‑apnea machine. When he arrived to check in for his return flight, the airline moved him out of the exit‑row seat, citing his disability. He was placed in the second row and could not move his legs freely. The airline's lawyers argued that safety regulations barred passengers with disabilities from exit‑row seats, but the tribunal concluded the regulations only restrict seating when a passenger's mobility poses a safety risk.
In a decision issued by the Workplace Relations Commission (WRC) on 22 May 2025, adjudication officer Breiffni O'Neill dismissed six employment rights complaints filed by Maureen McHugh against her employer, the Tallaght Probation Project trading as Deonach. McHugh, a tutor earning €2,400 a month for a 19‑hour week, had alleged breaches of the Employment Equality Act 1998, the Terms of Employment (Information) Act 1994 and the Safety, Health and Welfare at Work Act 2005. The hearing was scheduled for 9:30 am on 30 April at Lansdowne House, Dublin 4. McHugh arrived at 10 am, 30 minutes late, after having called the WRC reception at 9:30 am to explain a 10‑minute traffic delay. The officer waited until 9:50 am, then proceeded with the hearing without McHugh's evidence, noting that the employer's representative and two witnesses were present.
In May 2025 the Workplace Relations Commission ruled that Integrity360 Europe Ltd had breached Irish law by dismissing 67‑year‑old Helen Holland, a part‑time sales executive, after she refused an ultimatum to retire or return to full‑time work. The tribunal found the dismissal was a flagrant breach of the Protection of Employees (Part‑Time Work) Act 2001 and that age discrimination had been a factor, awarding Holland €88,800 for the breach and an additional €35,000 for discrimination, totalling €123,800. Holland had worked for the company since 2017, promoted in 2020, and had lived and worked mainly in Germany, receiving salary and taxes there. The company argued that German law applied, but the adjudicator held that Holland had chosen Irish jurisdiction and that the contract was ambiguous, so the case was heard in Ireland. The award was made on 16 May 2025.
In a 2025 tribunal decision, Bretland Construction Ltd was ordered to pay over €10,000 to Claudia O'Connor for discrimination under the Employment Equality Act 1998. O'Connor, a junior health and safety officer hired in May 2023, was placed on a performance improvement plan (PIP) after she disclosed her pregnancy in August 2023. The firm abandoned the PIP after seven weeks and terminated her employment on 14 November 2023. The tribunal found that the company's claims of performance issues were credible but noted that O'Connor had not been warned of any problems before she reported her pregnancy. The award included €10,415 for discrimination, €873 for breaches of the Terms of Employment Information Act 1994, and €201 for unpaid annual leave under the Organisation of Working Time Act 1997. The case was heard by adjudicator Máire Mulcahy, with Peter Dunlea representing the respondent and the Leinster Citizens Information Service representing the complainant.
The Workplace Relations Commission heard an equality complaint under the Employment Equality Act 1998 brought by Viktorija Danilova against TikTok. Ms Danilova, an ad service specialist, alleged discrimination on grounds of family status and race during a collective redundancy process that eliminated 150 multilingual support roles. She claimed she was the only mother on maternity leave in her team to be made redundant and that her assignment to the Russian market was used to justify her dismissal despite her working on multiple markets. TikTok's counsel, Kiwanna Ennis BL, instructed by A&L Goodbody, argued the redundancies were driven by business rationale, specifically advancements in AI technology reducing the need for language skills. The employer stated that selection was based on the market for which employees were originally hired, a method agreed upon in collective consultations, and that Ms Danilova was treated the same as other staff in the Russian market. Ms Ennis noted that the redundancy process was paused during Ms Danilova's protective leave after she expressed unhappiness, and that the company is considering applying to have the complaints struck out. Adjudicator Pat Brady adjourned the matter to consider whether a prima facie case has been made out. If he concludes it has, the hearing will be rescheduled; if not, he will issue a decision disposing of the matter.
Michael Murphy, a solicitor at the Director of Public Prosecutions (DPP) office since 2002 and a prosecutor since 2017, has lodged a complaint under the Employment Equality Act 1998 alleging discrimination because he is a recovering alcoholic. He claims the DPP denied him the opportunity to prepare a murder case and failed to transfer him out of the District Court section, which he describes as an "A&E environment." Murphy disclosed his alcoholism to his line manager after a seven‑week residential treatment in early 2019, stating he had been dealing with anxiety, depression and sleepless nights related to court work. He has sought a less court‑heavy post since February 2021 but has not succeeded. The DPP's chief prosecution solicitor, Helena Kiely, acknowledged awareness of his condition but cited pandemic staffing pressures and the need to staff a sexual offences unit as reasons for not granting a transfer.
Naomi Hanlon, a nanny employed by Emer McGrath from August 2020 to December 2023, brought a complaint under the Employment Equality Act 1998 alleging that her employer's attitude changed after she disclosed her pregnancy and that she was dismissed on fabricated grounds. The Workplace Relations Commission heard that during a performance review on 2 October 2023, Ms McGrath claimed Ms Hanlon had said she would not return to work, a statement Ms Hanlon denied. She said the meeting was awkward and that her relationship with her employer became cold and sparse. Ms McGrath emailed Ms Hanlon on 5 December 2023 stating her employment would end on 14 March 2024, and after further correspondence the nanny was terminated on 31 December 2023. Ms Hanlon's solicitor argued that the dismissal was not linked to her pregnancy and that Ms McGrath had attempted to coerce resignation before resorting to spurious grounds.
Colette Quinn, former chief superintendent and head of the national youth diversion programme, lost an age discrimination claim after being forced to retire at 60 in September 2022. Quinn argued that she was "forced to retire" and that her successor, a civilian principal officer, could retire at 70, implying ageist treatment. The Workplace Relations Commission rejected her claim, noting that Quinn had a 38‑year career, joined the force at 21, and held senior positions. The commission found no discrimination, stating that the mandatory retirement age of 60 was objectively justified for Gardaí to maintain equality, fairness, operational efficiency, and to avoid industrial relations claims. The decision also noted that the role was not advertised after Quinn's retirement and that the lack of an open competition was "at face value, unfair," but this did not negate the legitimacy of the mandatory retirement policy.
In a hearing at Lansdowne House, Dublin 4, the Workplace Relations Commission (WRC) set to consider statutory complaints against Huawei Technologies (Ireland) Co Ltd by former employee Wei Luo. Luo alleges discrimination, constructive dismissal, and breaches of the Unfair Dismissals Act 1977, the Payment of Wages Act 1991 and the Employment Equality Act 1998. Huawei's representative, Daire Ferguson, requested an adjournment because several witnesses could not attend. The WRC granted the adjournment, with a new hearing likely in late April. Huawei intends to call three witnesses – Luo's former line manager, an HR employee and a current employee who can speak to equality and inclusion policies – though the relevance of the latter was questioned. Luo's side has no witnesses but will rely on documents. The adjudicator emphasised that the case would proceed once the new date is set, even if witnesses are missing. The specific allegations remain undisclosed.
John Mooney, a 71‑year‑old former maintenance worker at Dublin's Hairy Lemon pub, won €30,000 after a court found his dismissal in 2024 was age‑discriminatory. Mooney had been rehired in 2014 following a 20‑year barman career and was told in November 2023 that he would be dismissed at Christmas because the pub's insurance had risen due to his age. He was also warned of a mandatory retirement age of 66, despite having worked beyond that. Mooney attempted to contact the pub owner, Peter Hanahoe, who directed him to Niall Duff. In January 2024, Hanahoe handed Mooney a dismissal letter in an envelope. Witness Niall Duff testified that the company feared physical risks associated with Mooney's role, claiming the position was redundant. The adjudicator, Breiffni O'Neill, found the employer failed to provide evidence that insurance costs justified the dismissal and concluded the presumption of discrimination could not be rebutted, awarding the compensation.
A Workplace Relations Commission adjudicator ordered West Wood Club CLG in Sandymount, Dublin 4, to pay €8,000 to Robert Flynn for disability discrimination and victimisation. The decision, published following an October 2024 hearing, found that the gym failed to provide reasonable accommodation for Flynn, who has a lower left leg amputation. Flynn alleged that after requesting a shower hose to wash his "bits and pieces," he was accused by staff of being vulgar and subsequently expelled. The club's general manager claimed Flynn asked to "wash his arse," a statement Flynn denied, stating he used the phrase "bits and pieces." The adjudicator noted that while some staff felt uncomfortable, Flynn was not rude or abusive, and no formal complaints were made until after his expulsion. The tribunal concluded Flynn was retaliated against for invoking his rights under the Equal Status Act 2000. The adjudicator ordered €5,000 for discrimination and €3,000 for victimisation. Additionally, a compliance direction was issued requiring the club to re-evaluate its shower facilities to ensure legislative compliance. Andrew Murnaghan of KM Solicitors LLP represented Flynn, arguing the club failed to investigate adaptation requests. The matter was concluded with this final adjudication and compensation order.
Thomas Greaney, a Galway City Council road sweeper driver, won €25,000 in compensation for disability discrimination after the council failed to make adequate workplace adjustments following his stress and anxiety caused by bullying. The bullying began when a supervisor transferred Greaney to the city's north‑west side in January 2021 and subsequently lodged a series of complaints accusing him of not performing tasks. Greaney reported the harassment and filed a formal grievance on 22 March 2021. An internal investigation in June 2021 upheld two of nine complaints, but the council delayed an independent investigation until April 2022, after the supervisor had returned to work. Greaney's case highlighted ongoing stress, GP visits, and prescribed anxiety medication. The Workplace Relations Commission adjudicator, Jim Dolan, found the council's handling "far too long" and ordered the €25,000 compensation for breach of the Employment Equality Act 1998.
In a 2023 incident at Clonskeagh Mosque, Khayyaam Noordally claimed that a Garda removed him from the mosque grounds after he attempted to park his disabled son's wheelchair in a disabled bay. Noordally alleged the mosque breached the Equal Status Act 2000 by denying him access. The Workplace Relations Commission, after a virtual equality hearing in October 2023, rejected the claim. The mosque said its car park was full, with 5,000 attendees that day, and that parking was first‑come, first‑served. Security staff reported that the gate was partially closed and that Noordally had tried to force his car into the entrance. The Commission found the refusal was due to the gate's closure, not disability, and dismissed the claim. No further action was taken.
Iulia Andreea Zamfir, a croupier at D1 Club casino, brought a complaint under the Employment Equality Act 1998 alleging sustained misogyny, sexual harassment, verbal abuse and discrimination. She reported that a poker player threatened to run her over with his car on 6 August 2023, and that her manager responded with a dismissive email saying, "you have a really nice ass, but this is off the record." Zamfir said she had been told to "remember that I don't work in a church" whenever she raised concerns. The Workplace Relations Commission found the casino had failed to investigate the alleged harassment thoroughly and had treated Zamfir's complaints as unprofessional. The tribunal ordered the casino to pay her €7,000 in compensation, to provide sexual‑harassment training, to implement a dignity‑at‑work protocol and to engage a third‑party investigator for future complaints. The case was heard in January 2025.
At the Workplace Relations Commission, Wayne Murphy, 47, alleged that the ESB had blacklisted him after a labour dispute nearly twenty years ago, claiming age discrimination in a recent job application. Murphy said a line manager had recommended him for a position, but he was not accepted. He questioned HR about the ages of successful candidates, which were not disclosed. He claimed the ESB had falsified ages, citing a whistleblower who said one candidate was 27, while the ESB's records listed ages 34‑40. Murphy also referenced Facebook posts he said were meant for family, which the ESB's legal team had raised. The ESB's solicitor denied any blacklist and said no prior complaint was known. The adjudicator, Penelope McGrath, closed the hearing with a decision to be emailed.
An adjudicator of the Workplace Relations Commission is set to decide whether a school's ear‑piercing policy may constitute indirect discrimination under the Equal Status Act 2000. The complaint, brought by a boy's solicitor, argues that the school's rule—allowing only one small stud per ear—imposes a gendered identity on the student, citing local customs that associate two earrings with girls and a single left‑ear stud with heterosexuality. The 16‑year‑old, who has a silver stud in his left ear, claims the rule is not neutral and that he was subjected to sanctions such as being denied lunch breaks and assigned to evening detention. The school denies the allegations, stating it has enforced its uniform code consistently and that the rule merely limits the number of studs per ear. The hearing concluded with the adjudicator postponing a decision until the New Year, while the press was instructed not to name the school to protect the student's identity.
A tribunal found that Morgan O'Connell Pharmacy Ltd, co‑owned by former Fine Gael TD Kate O'Connell, was not liable for disability discrimination or unfair dismissal in a case brought by pharmacist Fadia Alshareefy, a polio survivor. Alshareefy alleged that the pharmacy discriminated against her because of her disability and that she was unfairly dismissed after a Gardaí inspection in May 2022. She claimed the male director became agitated, that she received no support, that CCTV was abused, and that she was denied reasonable accommodation. The tribunal rejected all these claims, stating there was no credible evidence of discrimination and that the dismissal was purely financial. Alshareefy's unfair dismissal claim was also found statute‑barred, and her other wage‑related complaints were withdrawn. The decision was made by adjudicator Michael McEntee.
Ellie Dunne, a 25‑year‑old art student with Down Syndrome, has lodged an equality complaint against the National College of Art and Design (NCAD) under the Equal Status Act 2000. She alleges the college failed to provide reasonable accommodation during her first semester, starting in September 2023, and that discrimination continued when NCAD required her to re‑sit an assessment on a module she was studying. Her mother, Katy McGuinness, told the Workplace Relations Commission that an educational support worker was initially available only two days a week and was unfamiliar with the studio techniques needed. A friend of Ellie's, who had supported her for 17 years, was initially planned to accompany her but was later excluded from support sessions. Internal correspondence revealed tutors' concerns that Ellie was not doing much work during class time, concerns that were not communicated to McGuinness. In October 2023, Ellie failed the module, prompting further correspondence and meetings.
Tom Ronan, a civilian driver for An Garda Siochána, was forced into retirement at 70, leaving him with a weekly income of less than €400 from a small occupational pension and state entitlements. He brought an age‑discrimination complaint under the Employment Equality Act 1998 to the Workplace Relations Commission (WRC). The tribunal found that the mandatory retirement age was not reasonable or proportionate because it would cause Ronan financial hardship, as his total annual pension income of €20,600 would be insufficient. The WRC ordered An Garda Siochána to re‑engage Ronan as a driver within four weeks and to extend his employment for three years, with the new service counted in his pension calculations. The decision was based on the tribunal's assessment that Ronan's pension was relatively low and that his chances of finding alternative work at age 70 were significantly less than those of younger candidates.
An autistic cinema manager, Dylan O'Riordan, resigned after Omniplex Cork Ltd failed to give him two consecutive days off, a requirement identified in an occupational health assessment. He had reported severe mental‑health difficulties and requested consistent scheduling and rest periods. The Workplace Relations Commission found the employer discriminated under the Employment Equality Act 1998 by not providing reasonable accommodation, despite arranging suitable shifts for students and pregnant workers. The tribunal noted the manager's alleged remark that autism was a "superpower," which the manager denied. O'Riordan's statutory complaint, filed in April, led to a tribunal decision in January 2024. The commission ordered Omniplex to pay €12,000 in compensation and to conduct awareness training for staff with neurological conditions. The award was made after the employer's failure to address O'Riordan's accommodation needs.
Norma Burke, a photojournalist, brought a gender discrimination claim against Press Photographers Ireland CLG (PPI) to the Workplace Relations Commission, alleging the organisation's "jobs for boys" attitude and membership rules discriminated against women. Burke argued that PPI's requirement for members to be "full‑time" press photographers—earning 80% of their income from editorial work—indirectly discriminated against women who are more likely to work part‑time, study full‑time, or have childcare responsibilities. She also claimed direct discrimination through dismissive, gendered remarks in email exchanges. PPI, represented by Elaine Davern‑Wiseman BL, countered that it had no defined "full‑time" criteria and that it was exempt from equality legislation because it did not provide a public service. The tribunal found Burke had no standing to claim direct discrimination and that the membership criteria were not discriminatory, dismissing her claims as not well founded. The decision was issued by WRC adjudicator Kara Turner on 8 November 2024.
Serhat Aksakal, a commis chef at the Odeon Bar and Restaurant in Dublin 2, appeared before the Workplace Relations Commission regarding a statutory complaint under the Employment Equality Act 1998. The applicant alleged that a senior colleague, identified as MR Z, touched his body with his genital area while he accessed a low fridge. Aksakal stated he used ChatGPT to prepare his formal complaint, attributing similar phrasing in witness statements to translation tools rather than collusion, a suggestion raised by the respondent's representative. The tribunal heard that Kivaway Ltd, the venue's operator, dismissed MR Z in August following the complaint, while Aksakal and a third witness remain employed. The respondent characterized the incident as crass horseplay, whereas the adjudicator noted the complainant was entitled to feel his dignity was affronted. Aksakal also alleged he was rostered to work alone with MR Z after his initial complaint. The matter was adjourned for a further hearing in January or February to address additional evidence and a second statutory complaint under the Payment of Wages Act concerning tip distribution.
The Workplace Relations Commission (WRC) ruled that it had no jurisdiction to consider John Malone's complaint under the Equal Status Act 2000 that he was denied entry to Silverstream Priory because he mentioned his father was a Traveller. Malone, aged 53, claimed he had been invited to stay at the monastery's guest house in July 2022 and offered a place, but that the prior's attitude changed after he disclosed his Traveller heritage. An internal email from the prior expressed doubts about Malone, and the master of novices later stated that Malone's conduct at a retreat made it "not advisable" for him to join, citing his age and lack of engagement. The WRC found the complaint "not well founded" and dismissed it, noting it had no authority to adjudicate the matter. The case remains unresolved.
In a tribunal decision dated 30 October 2024, the Mulroy Woods Hotel was found to have breached the Equal Status Act 2000 by discriminating against Martin McDonagh, a member of the Traveller Community, on the basis of his surname. McDonagh had booked a stay for himself and his family on 20 August 2023 through Booking.com under his own name. The hotel informed him at 12.40 pm on 19 August that it had no availability and cancelled the booking, citing a "glitch" on the Booking.com site. McDonagh then re‑booked the same night under the surname of a relative, Fitzgerald, and the reservation was accepted. He later made two further bookings for other family members, all of which were confirmed without issue. McDonagh claimed he was denied accommodation because of his Traveller identity and that the hotel used the alleged website glitch to justify its refusal.
A Workplace Relations Commission adjudicator has rejected a religious discrimination claim brought by Judyta Zielinska against the Health Service Executive under the Employment Equality Act 1998. Ms Zielinska, a Jehovah's Witness care assistant at the Wexford Residential Intellectual Disabilities Service, alleged she suffered severe stress and chest pain after a nurse manager commented that it was "strange" she did not want to take residents to Mass. The HSE argued that Ms Zielinska was not requested to engage in the religious service but was asked to support residents in attending it, noting that staffing changes necessitated her presence. Adjudicator Pat Brady concluded that the central action was a "simple, oral request" to check Mass times, which did not constitute adverse treatment. He found that Ms Zielinska had an "excessively sensitive reaction" to a religious service of which she disapproves. The adjudicator noted that while Ms Zielinska claimed distress, this was not sufficient to ground a case, particularly as she was ultimately not required to attend Mass. The decision rejects the complaint, distinguishing it from cases involving clear acts of detriment such as dismissal.
Seamus Casey, a stroke support group co‑ordinator for the Irish Heart Foundation, claims he was forced to retire at 68 after his contract was not renewed, alleging the charity breached the Employment Equality Act 1998 by imposing a mandatory retirement age of 65 and paying him less than younger colleagues. Casey says he was told the charity did not want people "wandering around the building in their older years," a remark he says was denied by the charity's HR manager. He maintained he could have continued working until 80 and that he was offered a series of fixed‑term contracts from 2020 to 2023, which he accepted under financial pressure. The charity denies the allegations, stating Casey never objected to the retirement age and that pay differences were due to market benchmarking and qualifications. The Workplace Relations Commission will issue a decision after the hearing.
Trade union Siptu claims that the demotion of Indian manager Syed Baqur‑Hussain by security firm Complete Solutions Ltd (OCS) was due to direct racial discrimination. Baqur‑Hussain, who had been the company's contract manager, punched a man identified as a shoplifter during a melee on an escalator at Tesco's Jervis Shopping Centre on 30 August 2022. The company says he escalated the situation and was disciplined for his own actions, while a Polish colleague involved in the incident was not sanctioned. The Workplace Relations Commission (WRC) has heard a complaint under the Employment Equality Act 1998 and is reviewing the decision. Siptu's representative, Nicola Coleman, argues that OCS's disciplinary process was biased, that the company failed to provide proper guidance on self‑defence and racial abuse, and that Baqur‑Hussain suffered a €62,000 loss in earnings. The WRC will issue a written decision in due course.
In a decision issued on 20 September 2024, the Workplace Relations Commission tribunal ordered Lidl Ireland GmbH to pay former Paralympic athlete Nadine Lattimore €2,000 for disability discrimination. The complaint arose on 14 February when a Lidl employee told Lattimore to move her guide dog, Pilot, away from a bakery shelf, citing concerns that the dog might interfere with or lick food. Lattimore explained that she was blind and required the dog for assistance. She described the interaction as humiliating and hostile, and noted that a later employee apologized and clarified that she was not the owner of a dog that had previously eaten bakery stock. Lidl acknowledged the request to move the dog but denied that the conduct amounted to discrimination. The adjudicator found a failure by staff to ensure reasonable access, causing unnecessary upset, and awarded the compensation. The case follows a similar June ruling against Dealz Ltd for a separate breach of the Equal Status Act.
The Workplace Relations Commission ordered an unidentified supermarket to pay €6,000 in compensation to a Roma man for racial discrimination and harassment under the Equal Status Act 2000. Adjudicator Thomas O'Driscoll found that the man was refused service on 5 October 2023 based on a stereotype associated with his Roma heritage, rejecting the respondent's claim that he was barred for shouting and calling staff racists. The tribunal concluded the refusal of service constituted discrimination that was not satisfactorily rebutted, and the ejection from the shop amounted to harassment. The adjudicator noted the humiliation suffered in front of the claimant's daughter as an aggravating factor. While the claimant alleged victimisation for filing a previous notice of discrimination on behalf of his wife, the tribunal found no evidence that shop workers knew of this notice, thus rejecting that specific claim. The respondent denied bias, attributing the incident to the claimant's aggressive behaviour, but the adjudicator deemed their evidence unconvincing, particularly regarding the deletion of crucial CCTV footage. In a separate decision, Adjudicator Patsy Doyle awarded €5,000 to an 11-year-old Traveller boy who was refused service at a different shop. The tribunal found the shop failed to prove its policy of not serving unaccompanied under-14s after 6pm was applied consistently, noting receipts showed non-Traveller minors were served without issue. The shop was ordered to ensure its policy is implemented in a non-discriminatory manner. Both decisions were anonymised.
A refugee asylum‑seeker, Irfanullah Refah, who fled Afghanistan in 2017, won €10,000 from a Workplace Relations Commission tribunal after his landlord, Aidan Corless, sent a text message in July 2023 that the tribunal described as "blatant racism." The message, sent during a tenancy dispute, accused Refah of living in the apartment "illegally" and threatened that authorities would check his papers and possibly deport him back to Afghanistan, where he feared for his life. Corless apologized, saying the text was sent in frustration and that he was "not proud of it." The tribunal found the message referenced Refah's immigrant status and was discriminatory under the Equal Status Act 2000, awarding the compensation accordingly. The case highlights the impact of racially‑charged communication on a vulnerable tenant during a tenancy dispute.
A Workplace Relations Commission adjudicator ruled that Integral Fitness and Leisure, trading as Bettystown Leisure Ltd, was within its rights to refuse a membership renewal to former patron Nedas Juknevicius. The decision dismissed Juknevicius's complaint of discrimination and victimisation under the Equal Status Act 2000. The dispute originated on 28 March 2023, when Juknevicius accused senior coach Guy Bates of inappropriately touching his wife during a class. An independent investigation commissioned by gym owner Brian Browning found no evidence of inappropriate conduct, concluding that Bates had merely assisted a member with an exercise. During the confrontation, Juknevicius allegedly used derogatory language toward Bates, which Bates described as shocking. The adjudicator, Michael McEntee, characterized the incident as a "borderline serious public brawl" initiated by Juknevicius's remarks. Although Juknevicius disputed the gym's characterization of his behavior as intimidating during a subsequent visit in September 2023, the adjudicator found that the gym's decision to decline the renewal was justified by the March incidents. The adjudicator noted that a public altercation is not inherently discriminatory and that victimisation could not follow. Consequently, Juknevicius's complaint was deemed not to succeed, clearing the gym of the alleged violations.
A GP's receptionist, Margaret Dunne, who had worked at Dr Declan Scanlon's surgery in Tullamore, Co Offaly, for nearly 50 years, has won an additional €12,000 from a tribunal. The Workplace Relations Commission (WRC) ruled in her favor under the Employment Equality Act 1998, finding she was discriminated against on the grounds of age. During her medical leave due to the pandemic, she was replaced by two younger employees in their 40s while she was 65. Ms Dunne informed her employer in May 2021 that she was ready to return to work, but Dr Scanlon requested she undergo a medical checkup. Despite her willingness to comply, she received no further communication from Dr Scanlon. The tribunal noted that Dr Scanlon did not respond to inquiries about her return to work or redundancy payment, which she was entitled to upon the closure of the practice in October 2022.
The Workplace Relations Commission heard complaints of constructive dismissal and gender discrimination against the Rotunda Hospital, brought by Kaitlyn Winston. The hospital's head of human resources, Joanne Connolly, admitted that a porter, identified as Mr G under a reporting restriction, was found to have sexually harassed Ms Winston in May 2022. Despite this finding, the hospital retained him on staff, issuing only a final written warning and transferring him to general duties with restrictions. Ms Winston alleged she remained in reasonable fear of further harassment after encountering Mr G in a stairwell in 2023. Her line manager, Jane Hickey, testified she was not informed the complaint was upheld and denied bias, stating she was unaware it was unsafe to keep the porter in her department. The hospital's general secretary, Jim Hussey, chaired the disciplinary process. The complainant's counsel argued the hospital failed to provide a safe environment, while the hospital's representative, Mark Comerford, stated the actions aligned with dignity at work policies. The adjudicator, Catherine Byrne, closed the hearing and is expected to issue a written decision in due course.
In a Workplace Relations Commission hearing, Abdullah Aljaber, a former general operative at Dawn Meats in Waterford, was awarded €15,000 for discrimination under the Employment Equality Act 1998. Aljaber claimed the company dismissed him because of a back injury and failed to provide reasonable accommodation for his disability. He alleged that during the winter of 2020, Covid‑19 pressure led to neglected hygiene and safety procedures, including the handling of burgers that fell to the floor and were allegedly put back on the line. Dawn Meats representatives, including a former health and safety manager, refuted these claims, stating that fallen patties were placed in red trays for disposal and that no such practice occurred. The tribunal accepted evidence that Aljaber's dismissal in July 2021 was linked to his back injury and that the company had not examined reasonable accommodations, leading to the compensation award.
A girl with cerebral palsy, who had been allowed to play with younger teams, was barred from competitive matches when her club reached the under‑12 level. The Workplace Relations Commission ruled that the Ladies Gaelic Football Association had discriminated against her under the Equal Status Act 2000. The tribunal found that from age seven she had played with younger girls as an accommodation for her disability, but on 8 April 2022 she was told she could not play because she was "over age". She was allowed to train but not to play competitive games for the rest of the season, a decision upheld by the county board. The tribunal noted that the ban was not due to her disability but to age, and that no risk assessment had been carried out.
A mixed-race worker has been awarded €5,000 in compensation for racial harassment following a complaint under the Employment Equality Act 1998. The adjudicator, Orla Jones, found that comments allegedly made by a supervisor, identified as Ms H, in a work canteen on 19 July 2023 created an intimidating and offensive environment for the complainant. The worker alleged that Ms H made hateful remarks regarding immigrants, stating they were 'mixing with us.' While the employer's investigation could not confirm or deny the comments, and Ms H denied making them in that context, the tribunal was satisfied the remarks had the effect of harassment. The decision was anonymised due to overlapping matters under an Industrial Relations Act claim. Ms Jones ruled the complaint well-founded, noting it was unsatisfactory that the employer failed to engage further on a transfer request, which she deemed a failure to reverse the effects of harassment. However, she rejected claims of less favourable treatment regarding the transfer refusal and any allegation that the worker was penalised for making the complaint. The case was concluded with the award of compensation.
During a Workplace Relations Commission hearing on a disability discrimination complaint by Brendan Ogle against Unite, senior Unite officer Tom Fitzgerald testified that including Ogle's name in an organisational chart would have been "controversial" because it could be seen as suggesting his duties. Fitzgerald explained that he had been promoted to regional coordinating officer while Ogle was on sick leave and that he had been told by line manager Jackie Pollock that Ogle did not want to work in Dundalk. Fitzgerald said he understood Ogle would remain a regional industrial officer but work from Dublin. He denied that Ogle had been told by Unite's general secretary Sharon Graham that he was excluded from a Republic of Ireland plan, and stated that the organisational chart presented on 20 December 2022 did not include Ogle. The hearing concluded with the case adjourned for closing arguments on 18 June.
During a sixth day of the Workplace Relations Commission hearing, Brendan Ogle's disability discrimination complaint under the Employment Equality Act 1998 was heard. Ogle, who returned to work after treatment for throat cancer, accused Unite of failing to provide reasonable accommodation, victimisation and harassment. Senior Unite officer Tom Fitzgerald testified that he was not involved in any plan to remove Ogle. Fitzgerald denied that he had told Ogle that Unite's new general secretary Sharon Graham had directed him to exclude Ogle from a new strategy for Ireland. He said he had no record of such a meeting and that any whiteboard drawings were made by Ogle. Ogle's allegations were based on emails and a Facebook post by his wife. The tribunal will adjourn to tomorrow morning for cross‑examination of Fitzgerald.
Enterprise, a vehicle‑rental group, was ordered by the Workplace Relations Commission to pay €10,000 to Bernadette Ryan after she claimed gender discrimination. Ryan, who had been promoted to assistant depot manager at ERAC Ireland Ltd (trading as Enterprise Flex‑E‑Rent), was told her salary would be €39,000‑€40,000. She later learned that the actual increase was only 10 %, bringing her pay to just over €34,000, and that her working hours would rise from 28 to 40 per week. Ryan had previously earned €31,000 part‑time. She felt humiliated and forced to return to her old role. The tribunal found that Ryan and two male comparators performed similar work, but the pay difference was not justified except for gender. Enterprise's defence that the comparators had more responsibility was rejected. The adjudicator ordered the company to compensate Ryan €10,000 for the discrimination she experienced.