Complete case preparation, evidence bundling, and direct advocacy before the Workplace Relations Commission and Labour Court. Protecting Irish employers at every stage of the tribunal process.
A WRC claim, handled poorly, can cost an Irish business tens of thousands of euro in awards, legal fees, and management time. EFH (Business Consultants) Ltd provides expert, hands-on support from the moment a claim is lodged through to final outcome — preparing your case, building your evidence, and representing you directly at the WRC and Labour Court.
The Workplace Relations Commission (WRC) is the primary body for resolving employment disputes in Ireland. It handles complaints under a wide range of employment legislation, including the Unfair Dismissals Acts, the Organisation of Working Time Act, the Employment Equality Acts, the Payment of Wages Act, and the Protected Disclosures Acts, among others.
Cases are heard by independent Adjudication Officers. Awards can be significant — up to two years' remuneration for unfair dismissal, up to two years' salary for equality cases, and substantial awards for victimisation and penalisation claims.
Decisions of the WRC can be appealed to the Labour Court, which hears the appeal on a de novo basis — meaning the full case is re-heard. EFH provides representation at both levels.
Claims under the Unfair Dismissals Acts 1977–2015. Procedural and substantive fairness defences, evidence preparation, and hearing representation.
Defence and prosecution of constructive dismissal claims. Demonstrating the employer's conduct was reasonable and grievances were properly addressed.
Claims of penalisation under the Protected Disclosures Acts. Reverse burden of proof management and temporal connection arguments.
Claims under the Employment Equality Acts 1998–2015. Gender, age, disability, race, and other protected ground defences.
Unlawful deduction claims. Payroll review, policy analysis, and procedural compliance documentation.
Rest break, annual leave, and working hours disputes. Records analysis and statutory compliance audit.
Genuine redundancy defence, selection criteria fairness, and consultation process compliance.
Claims under the Protection of Employees (Fixed Term Work) Act and Part Time Work Act.
EFH takes a structured, evidence-first approach to every WRC case. Our process is designed to maximise your chances of a favourable outcome while minimising management distraction and cost.
We review all available documentation — contract, disciplinary records, correspondence, policies — and give you an honest assessment of your position, risks, and options.
We compile a comprehensive, chronologically organised evidence bundle. Every document is cross-referenced against the relevant statutory provisions and WRC precedent decisions.
We prepare a detailed written submission to the WRC that clearly sets out your legal arguments, addresses the complainant's case, and pre-empts likely counter-arguments.
We prepare your witnesses for hearing — structuring their evidence, anticipating cross-examination, and ensuring their testimony is consistent with the documentary record.
We represent you directly at the WRC hearing — presenting your case, cross-examining witnesses, and responding to the Adjudication Officer's questions.
Where a WRC decision requires appeal, we prepare the full Labour Court appeal and represent you at the de novo rehearing.
Eugene F. Healy MA, MIEI has over 25 years of senior management and employment law experience, including direct WRC and Labour Court advocacy on complex cases.
Every case is built on a foundation of comprehensive, well-organised documentary evidence. We never go to hearing under-prepared.
WRC hearings do not require legal representation. EFH provides expert advocacy at a fraction of the cost of traditional legal fees.
We tell you exactly where you stand, what your risks are, and what a realistic outcome looks like — before you commit to anything.
WRC hearings are typically listed within 6–12 months of the complaint being lodged. Complex cases or those requiring multiple hearing dates may take longer.
No. Parties may be represented by a solicitor, trade union official, employer body representative, or HR consultant. EFH provides direct representation without the cost of solicitor fees.
Either party may appeal a WRC Adjudication Officer decision to the Labour Court within 42 days. The Labour Court hears the case on a de novo basis — a full rehearing.
Yes. The WRC offers a conciliation service and many cases settle before or on the day of hearing. EFH advises on settlement strategy and negotiates on your behalf where appropriate.
Awards vary by claim type. Unfair dismissal: up to two years' remuneration. Equality: up to two years' salary plus equal pay arrears. Penalisation under Protected Disclosures: up to five years' remuneration.
The earlier you get expert advice, the better your position. Book a free 30-minute consultation and we will assess your case immediately.