IrelandI was dismissed without fair procedures. Is this unfair dismissal?
Yes, dismissal without fair procedures is generally considered unfair dismissal under Irish law, unless the employer can show substantial grounds justifying the dismissal.
What the Law Says
The Unfair Dismissals Act 1977 sets out when a dismissal is legally unfair in Ireland. A core requirement is that employers must follow fair procedures before dismissing an employee.
Under the Unfair Dismissals Act 1977, a dismissal is unfair if it does not comply with fair procedures — including giving the employee notice of the allegations, a chance to respond, and an impartial decision-making process.
The Act applies to most employees who have at least one year’s continuous service with their employer. Certain exceptions apply, such as employees over normal retirement age or those dismissed for gross misconduct (though even then, fair procedures are still required).
If a dismissal is found to be unfair, the Workplace Relations Commission (WRC) may order reinstatement, re-engagement, or compensation — up to a maximum of 104 weeks’ remuneration (capped at €10,000 per week, so max €1,040,000, though typical awards are far lower).
Statutory TextA dismissal shall be deemed to be unfair if it is shown that the dismissal was not effected in accordance with fair procedures.
— Unfair Dismissals Act 1977, s. 6 — Unfair dismissals
What to Do
Check you meet the eligibility criteria: at least 1 year’s continuous service (with limited exceptions).
File a complaint with the Workplace Relations Commission (WRC) within 6 months of dismissal — extensions possible only in exceptional circumstances.
Gather evidence: emails, meeting notes, witness statements, and any records showing lack of fair procedures (e.g., no warning, no hearing, no right of appeal).
Attend the WRC hearing and clearly outline how fair procedures were breached.
Consider seeking advice from a trade union, solicitor, or Citizens Information.
Sources
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JapanNot legal advice. This article is general information based on publicly available sources, written for educational purposes. Laws change and individual situations vary. Consult a licensed attorney in your jurisdiction before acting on anything you read here. Last reviewed: 2026-06-08.