Other Avenues of Redress
Depending on the circumstances of each employee’s case, there may be more than one avenue to explore for redress. For example, Section 5 (3) (d) of the Protected Disclosures Act 2014 provides for the protected disclosure of relevant wrongdoings, including that “the health and safety of any individual has been or is likely to be endangered”. As set out above, Section 27 (4) of the Safety Health and Welfare at Work Act 2005 provides that the dismissal of an employee shall be deemed for the purposes of the Unfair Dismissals Act 1977 – 2001 to be an unfair dismissal if it results wholly or mainly from a penalisation. An employment law solicitor can assist you with choosing the best avenue of redress for your case.
*Before acting or refraining from acting on anything in this guide, legal advice should be sought from a solicitor.
**In contentious cases, a solicitor may not charge fees or expenses as a portion or percentage of any award of settlement.