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Unfair Dismissals Act 1977

by | Sep 1, 2023 | Employment and Industrial Relations

Unfair Dismissals Act 1977

A Workplace Relations Commission (“WRC”) Adjudicator has rejected an allegation of gross misconduct against a former [i]Abbott employee (“the Complainant”) and instead awarded compensation of €35,000 for a breach of the Unfair Dismissals Act 1977.

Background

The Complainant was employed as a general operative and was initially suspended over using an incorrect cleaning solution in April 2020. The Respondent operated a number of procedures which all operatives had to adhere to in the course of their employment. One of those procedures provided detailed instructions to operatives for the preparation of inventory fixtures. Step 2.4 of the procedure required operatives to apply a cleaning agent to an item to be used later in the process. The procedure stipulated that the cleaning agent used must have an alcohol concentration of 100%. The procedure required that the operative verify their material by label on their return from break.

On 1 April 2020, the Complainant was engaged in this task. The Respondent submitted that the Complainant on this date failed to comply with the correct procedure and this resulted in the incorrect cleaning agent being used. The Respondent claimed that the Complainant failed to engage with a member of the quality team or his supervisor in respect of corrective action.

As a result of a number of investigations, the Respondent took the view that the incident compromised health and safety at the Respondent’s plant, and ultimately the Complainant was dismissed for gross misconduct in July 2020.

The Complainant claimed that his dismissal was unfair and lodged a claim with the [ii]Workplace Relations Commission under Section 8 of the Unfair Dismissals Act, 1977.

WRC Proceedings

At the WRC, the Complainant declared that his dismissal was unfair, inappropriate and that the disciplinary procedure adopted by the Respondent was flawed.

The Respondent maintained that their dismissal of the Complainant on the grounds of gross misconduct was valid and proportionate and claimed that the Complainant had failed to follow direct instructions from the quality technician to isolate the affected items.

During cross-examination, the Respondent’s disciplinary officer conceded that the termination letter sent to the Complainant contained an error to the effect that the Complainant had previously received a final written warning. The Adjudication Officer noted this as being “demonstrably untrue”, and noted that the Complainant had over 14 years’ experience and had completed various other production processes without any issue being raised.

The Complainant informed the WRC that he had failed to progress in interviews with other local manufacturing firms when he informed them of the reason for his dismissal from his previous employment, before eventually sourcing a job and working for less pay.

WRC Finding

The Adjudicator found that in this instance, the conduct of the Complainant did not warrant gross misconduct. The Adjudicator awarded the Complainant €35,000 in compensation.

Significance

This case serves as yet another warning to employers to adhere to the principles of fairness and proportionality in any disciplinary action against employees. It also shows the importance of maintaining an accurate employee file as only valid prior sanctions can be taken into account by an employer in deciding on any further disciplinary action

[i] https://www.rte.ie/news/business/2023/0502/1380350-abbott-to-pay-worker-35-000-over-sacking/
[ii] https://www.workplacerelations.ie/en/cases/2023/april/adj-00029045.html

Whilst every effort has been made to ensure the accuracy of the information contained in this article, it has been provided for information purposes only and is not intended to constitute legal advice.
Disclaimer
This article contains general information based on Irish law and does not constitute legal advice nor is it intended to provide a comprehensive or detailed statement of the law.
Amorys Solicitors is a boutique commercial and private client law firm in Sandyford, Dublin 18, Ireland.

For further information and advice in relation to “Unfair Dismissals Act 1997”, please contact Mike Collum, Solicitor, Amorys Solicitors mike@amoryssolicitors.com, telephone 01 213 5940 or your usual contact at Amorys on our email address at info@amoryssolicitors.com.

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Redundancy and Severance Agreements

by | Nov 22, 2022 | Employment and Industrial Relations

Redundancy and Severance Agreements

Unfortunately, due to a multitude of issues including rising cost of living, energy uncertainty and a reduction in available investment capital , many employees are being faced with the prospect of redundancy as their employers reduce the company headcount or as businesses cease trading entirely. However, regardless of the economic climate, employers are required to ensure that redundancy is both fair and valid. The purpose of this article is to provide guidance on what is required in order for a redundancy to be fair and valid and to provide insight into the effect of entering into a Severance Agreement in a redundancy situation.

Reasons For Redundancy

In order for a redundancy to be valid, the dismissal must arise for one of the following reasons:-

  1. Where an employer has/intends to cease carrying on its business, or at that location i.e. where the business moves to another location.
  2. Where the requirements for an employee to carry out work of a particular kind in the place where he/she was employed has/is expected to cease or diminish i.e. there is no longer a requirement for that role to be carried out.
  3. Where the employer has decided to carry on the business with fewer or no employees i.e. a reorganisation with fewer staff.
  4. Where an employer has decided that the work for which the employee has been employed should from now on be done in a different manner for which the employee is not sufficiently qualified or trained i.e. a reorganisation where the employee is not sufficiently trained and training would not be a viable option.
  5. Where it is decided that the role for which the employee has been employed should from now on be carried out by a person who is also capable of doing other duties for which the employee is not sufficiently qualified or trained, i.e. job enlargement where training would not be a viable option.

Collective Redundancies

The Protection of Employment Act 1977 was revised in October 2020 and governs the mandatory process that must be adhered to by employers who are proposing collective redundancies. Collective redundancies are where a specific number or percentage of employees, as set out in the legislation, are laid off for reasons which do not relate to a specific individual. Collective redundancies are not just limited to large companies and can include companies with as few as 20 employees.

Under the Protection of Employments Act, the employer must engage in a consultation process with employees with a view to reaching agreements and to consider alternatives such as avoiding redundancies or reducing the number of employees impacted. Where proceeding with making employees redundant, the company is obliged to provide information to those affected/their representatives (e.g. a trade union) including, i) the reason for proposed redundancies, ii) the number, description of categories of employees to be made redundant and iii) the selection criteria by which their decisions were made. Employees are also entitled to detail as to the calculation of ex gratia redundancy payments and the period of time over which it is proposed to make employees redundant.

In addition, employers are obliged to notify the Minister for Enterprise, Trade and Employment at least 30 days before the first redundancy takes effect. No redundancies can take place for this 30-day period from notification to the Minister. This notification must also include details of the consultation with the employees or their representatives.

The Selection Process

An important factor in the redundancy process is the selection criteria. While there is no set selection method outlined in legislation, the two main methods adopted are:

  1. Last in first out (LIFO).
  2. Selection process – for example, an interview or selection matrix where employees are scored against a list of pre-agreed criteria, levels of key skills held by employees as well as other work-related matters such as length of service, disciplinary record, punctuality and absenteeism where relevant.

The Consultation Process For Non-Collective Redundancies

In circumstances where your redundancy is not collective, there remains an alternative process which should be carried out over at least a two-week period (Employees who are impacted must be informed that they are ‘at risk’ of being made redundant.

Employees must be informed of:-

  1. The proposed redundancy;
  2. The procedures which will be followed;
  3. The selection criteria that will be used;
  4. Possible alternative positions within the company.

Employees should be issued with an ‘at risk letter’ following the initial meeting. Employers should also continue to consult with employees throughout the consultation process. Where no alternative to redundancy can be found, a final meeting should be held with employees to inform them whether or not they are being made redundant and what redundancy payment they will be paid, if they are entitled to one. Employers are then required to issue the relevant employees with their formal Notice of Redundancy.

Statutory Entitlements On Redundancy

The statutory redundancy payment is a lump-sum payment based on the pay of the employee. All qualifying employees with 2 years-service or more are entitled to:

  • Two weeks’ pay for every year of service over the age of 16; and
  • One further week’s pay.

The amount of statutory redundancy is subject to a maximum earnings limit of €600 per week. It is also common place for employers to offer ex-gratia payments on top of the statutory payment, however, there is no obligation on an employer to do so. Open Statutory redundancy entitlements calculator.

Severance Agreements

It is not uncommon for employers to request employees to execute a Severance Agreement in exchange for an ex gratia payment. Generally speaking, a Severance Agreement will prescribe the entire terms of the termination of the employment. A Severance Agreement can be a very useful tool for an employee. It can have the effect of securing a contractual commitment from an employee that he/she will not bring any form of claim against the employer in the future in exchange for a payment (the ex gratia payment). From the employee’s point of view, it is crucially important that independent legal advice on the effect and implication of the Severance Agreement is obtained. The agreement will contain a full waiver in favour of the employer preventing the employee from taking any case whatsoever against the employer.

Here at Amorys we regularly provide both employers and employees with advice in relation to redundancy and Severance Agreements. If you need any information in relation to redundancies or have been provided with a Severance Agreement, Amorys can assist you.

Whilst every effort has been made to ensure the accuracy of the information contained in this article, it has been provided for information purposes only and is not intended to constitute legal advice. Amorys Solicitors is a boutique commercial and private client law firm in Sandyford, Dublin 18, Ireland.

For further information and advice in relation to “Redundancy and the Impact of Severance Agreements”, please contact Brian Kirwan, Partner, Amorys Solicitors brian@amoryssolicitors.com, telephone 01 213 5940 or your usual contact at Amorys.

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COVID-19 and Data Protection Rights

by | Jun 26, 2020 | Data Protection & Privacy Law, Employment and Industrial Relations

Data Protection Rights and the Pandemic COVID-19

It was recently reported that the HSE had disclosed to an employer that one of their employees had tested positive for Covid-19 prior to informing the employee of their own test results. The HSE explained in a statement that in “exceptional circumstances”, “if it is considered essential for the public health good”, they would inform an employer of a Covid-19 positive test result prior to informing the employee. The HSE has since requested guidance from the Data Protection Commissioner (DPC) and has suspended the practice in the interim. Nonetheless, the issue has provoked serious concerns regarding the protection of employees’ sensitive medical data and whether there are any “exceptional circumstances” wherein the data protection rights of data subjects can be overridden in such a way.

Guidance from the Data Protection Commissioner (DPC)

Mass Covid-19 screening has been taking place across a number of sectors including meat processing plants and nursing homes, and which involves the processing of large amounts of personal data including employee names, addresses and dates of birth and sensitive ‘special category’ medical data over a relatively short period of time and with a high degree of urgency.

The Data Protection Commissioner has issued advice regarding data protection law and the measures being taken by governments, employers in the public and private sector and voluntary bodies in the wake of the pandemic. Firstly, any protection measures implemented as a result of the pandemic that involves the processing of personal data need to be proportionate and necessary. The pandemic does not give organisations the authority to circumvent data protection standards and the applicable law.

  • If an organisation is acting on the advice or direction of public health authorities or other authorities, the processing of personal data and data relating to health is permitted under the GDPR and the Data Protection Act 2018, provided the relevant safeguards are in place to include the deletion of the data under strict time limits, limitations on who can access the data and ensuring that staff are adequately trained regarding the protection of the data rights of individuals.
  • Under the Safety Health and Welfare at Work Act 2005, employers are legally obliged to protect their employees. Personal health data can be processed if it decided it is necessary to do so and it is proportionate under the 2005 Act and the GDPR.  The data should be processed in a confidential manner meaning that if there is an employee who has tested positive for Covid-19, staff should be advised without identifying the particular employee.
  • Organisations must be transparent regarding how they process personal data and sensitive ‘special category’ personal data, why they are collecting this data and how long the data will be retained in plain and clear language.
  • Confidentiality must be maintained and the necessary safeguards put in place to ensure the security of the data. There must be a very strong justification for identifying any individual affected by Covid-19 to a third party or colleagues.
  • Only the minimum amount of data required to implement the objective of preventing or containing the spread of Covid-19 must be gathered and any decision-making process of an organisation regarding their response to the pandemic which involves the processing of personal data should be retained by the data processor.

While the pandemic has rapidly changed the way organisations are functioning, the fundamentals of data protection remain intact.  Organisations must exercise caution when processing personal data and in particular when the data is health-related.

Whilst every effort has been made to ensure the accuracy of the information contained in this article, it has been provided for information purposes only and is not intended to constitute legal advice. Amorys Solicitors is a boutique commercial and private client law firm in Sandyford, Dublin 18, Ireland.
For further information and advice in relation to “COVID-19 and Data Protection Rights”, please contact Daragh Burke, Amorys Solicitors daragh@amoryssolicitors.com, telephone 01 213 5940 or your usual contact at Amorys.
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Redundancy and the Impact of Severance Agreements

by | May 22, 2020 | Employment and Industrial Relations

REDUNDANCY AND SEVERANCE AGREEMENTS

Unfortunately, as a result of the COVID-19 pandemic, many employees are being faced with the prospect of redundancy. However, regardless of the economic climate, employers are required to ensure that redundancy is both fair and valid. The purpose of this article is to provide guidance on what is required in order for a redundancy to be fair and valid and to provide insight into the effect of entering into a Severance Agreement in a redundancy situation.

REASONS FOR REDUNDANCY

In order for a redundancy to be valid, the dismissal must arise for one of the following reasons:-

  1. Where an employer has/intends to cease carrying on its business, or at that location i.e. where the business moves to another location.
  2. Where the requirements for an employee to carry out work of a particular kind in the place where he/she was employed has/is expected to cease or diminish i.e. there is no longer a requirement for that role to be carried out.
  3. Where the employer has decided to carry on the business with fewer or no employees i.e. a reorganisation with fewer staff.
  4. Where an employer has decided that the work for which the employee has been employed should from now on be done in a different manner for which the employee is not sufficiently qualified or trained i.e. a reorganisation where the employee is not sufficiently trained and training would not be a viable option.
  5. Where it is decided that the role for which the employee has been employed should from now on be carried out by a person who is also capable of doing other duties for which the employee is not sufficiently qualified or trained, i.e. job enlargement where training would not be a viable option.

THE SELECTION PROCESS

 An important factor in the redundancy process is the selection criteria. While there is no set selection method outlined in legislation, the two main methods adopted are:

  1. Last in first out (LIFO).
  2. Selection process – for example, an interview or selection matrix where employees are scored against a list of pre-agreed criteria, levels of key skills held by employees as well as other work-related matters such as length of service, disciplinary record, punctuality and absenteeism where relevant.

THE CONSULTATION PROCESS

The redundancy process, in general, should be carried out over at least a two-week period (when it’s not a collective redundancy). Employees who are impacted must be informed that they are ‘at risk’ of being made redundant.

Employees must be informed of:-

  1. The proposed redundancy;
  2. The procedures which will be followed;
  3. The selection criteria that will be used;
  4. Possible alternative positions within the company.

Employees should be issued with an ‘at risk letter’ following the initial meeting. Employers should also continue to consult with employees throughout the consultation process. Where no alternative to redundancy can be found, a final meeting should be held with employees to inform them whether or not they are being made redundant and what redundancy payment they will be paid, if they are entitled to one. Employers are then required to issue the relevant employees with their formal Notice of Redundancy.

STATUTORY ENTITLEMENTS ON REDUNDANCY

The statutory redundancy payment is a lump-sum payment based on the pay of the employee. All qualifying employees with 2 years-service or more are entitled to:

  • Two weeks’ pay for every year of service over the age of 16; and
  • One further week’s pay.

The amount of statutory redundancy is subject to a maximum earnings limit of €600 per week. It is also common place for employers to offer ex-gratia payments on top of the statutory payment, however, there is no obligation on an employer to do so. Open Statutory redundancy entitlements calculator.

SEVERANCE AGREEMENTS

It is not uncommon for employers to request employees to execute a Severance Agreement in exchange for an ex gratia payment. Generally speaking, a Severance Agreement will prescribe the entire terms of the termination of the employment. A Severance Agreement can be a very useful tool for an employee. It can have the effect of securing a contractual commitment from an employee that he/she will not bring any form of claim against the employer in the future in exchange for a payment (the ex gratia payment). From the employee’s point of view, it is crucially important that independent legal advice on the effect and implication of the Severance Agreement is obtained. The agreement will contain a full waiver in favour of the employer preventing the employee from taking any case whatsoever against the employer.

Here at Amorys we regularly provide both employers and employees with advice in relation to redundancy and Severance Agreements. If you need any information in relation to redundancies or have been provided with a Severance Agreement, Amorys can assist you. Given the current social distancing guidance in place, Amorys are providing online consultations in order to negate the need to attend at our office.

Whilst every effort has been made to ensure the accuracy of the information contained in this article, it has been provided for information purposes only and is not intended to constitute legal advice. Amorys Solicitors is a boutique commercial and private client law firm in Sandyford, Dublin 18, Ireland.
For further information and advice in relation to “Redundancy and the Impact of Severance Agreements”, please contact Brian Kirwan, partner, Amorys Solicitors brian@amoryssolicitors.com, telephone 01 213 5940 or your usual contact at Amorys.
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How Employers can Respond During the COVID-19 Pandemic

by | Apr 9, 2020 | Employment and Industrial Relations

For Employers – How to respond during the COVID-19 pandemic

As much as possible during this unprecedented time, employers need to be responsive to the many changes that have been introduced to help keep businesses going. In terms of Human Resources, it is ‘business as usual’ with emergency procedures such as the Temporary Wage Subsidy Scheme introduced to help keep as many employees on the payroll as possible. Employees in receipt of the Temporary Wage Subsidy Scheme can work full-time hours.

If your employees are working remotely, it is important that employers keep in touch with their employees as much as possible. Remember that this is a difficult and stressful time for many of your employees so try to maintain relationships in a positive way as the organisation will need them when usual business resumes.

The following are some issues which may arise for employers during the COVID-19 period:-

  1. PAY REDUCTIONS – If you want to retain your employees on the payroll, employers can reduce pay by a certain percentage however it must apply across the board so that it is not seen as unfair treatment. Employers can also place employees on a shorter working week.
  2. LAY OFFS – If the employer has no other choice but to lay off staff, there needs to be a provision in the employee’s contract of employment to allow for temporary lay-off. Otherwise, the employer can look to negotiate with each employee to come to a suitable arrangement which then needs to be put in writing.
  3. THE REDUNDANCY PROCESS – New provisions have been put in place where an employee cannot ask for a redundancy during this time. Employers can still instigate redundancy during this time. The full process of redundancy including giving the employee other options should be adhered to. Please see our article on the Emergency Measures in the Public Interest Act 2020 for further details.
  4. EMERGENCY STAFF – it is vital that employers comply with all of the HSE guidelines regarding the wearing of PPE, hand sanitiser use, disposable glove use etc. by their employees. It is important to be reasonable when asking an employee to come to their place of work. The employee may have personal health concerns, childcare obligations or they may be a carer for a family member. If an employee is refusing to come to work and all of the HSE guidelines are being followed by the employer, it is advisable to firstly talk to the employee and find out the reason that they will not come to work. It is possible to implement a disciplinary process for an employee that refuses to come to work however employers should use their discretion and be seen to be acting reasonably in the circumstances.
  5. CURRENT INVESTIGATIONS & DISCIPLINARY ISSUES – the usual procedures continue to apply during this period. The employee continues to have the right to be represented and the process can be continued via Zoom or some other suitable video conference application provided the employee consents.  If consent is not forthcoming the process can be suspended until things return to normal and the employee is back in the workplace.
  6. HOLIDAYS – holidays still accrue for employees in receipt of the Temporary Wage Subsidy Scheme and employees are entitled to paid holidays.
  7. IF THERE IS AN OUTBREAK OF COVID-19 IN THE WORKPLACE – There are certain obligations that an employer must adhere to when there has been an outbreak of COVID-19 in the workplace. Ensure that the infected employee stays at home and self-isolates and advise them to immediately contact their GP if they haven’t done so already. Inform employees that there has been an outbreak in a clear and calm fashion. Let them know that if they develop symptoms that they should contact their doctor immediately and follow their advice.
  8. NEW EMPLOYEES – What if a new employee is due to start a job in your organisation during the COVID-19 pandemic. Firstly, contact the employee and explain the situation. Ask the employee to postpone the start date and if the employee agrees send a letter or an email to confirm this. If the employee does not want to postpone the start date, the employee will have to start work and may be laid off.  It is, of course, vital to ensure that the contract of employment has a lay-off provision. This may be a good time to review your employee contracts and staff handbook!
  9. GDPR OBLIGATIONS – obligations in relation to GDPR are not suspended during the COVID-19 period and organisations are expected to comply in the usual way with GDPR requests.  There are three important criteria to adhere to during this time.  Firstly, communicate with the employee regarding their request.  Secondly, provide contact information on who is dealing with the matter. Thirdly, be sure to document all communication on the issue.  Both employers and employees need to be both reasonable and realistic during this time and an employer could request an extension of time to comply with the request in light of the current COVID-19 restrictions.
  10. PERFORMANCE REVIEWS – If at all possible, try to keep the normal HR processes in place for your employees. Performance reviews could be completed remotely and also provide an opportunity for the organisation to touch base with their employees.
Whilst every effort has been made to ensure the accuracy of the information contained in this article, it has been provided for information purposes only and is not intended to constitute legal advice. Amorys Solicitors is a boutique commercial and private client law firm in Sandyford, Dublin 18, Ireland.
For further information and advice in relation to “How Employers can Respond During the COVID-19 Pandemic”, please contact Daragh Burke, Amorys Solicitors daragh@amoryssolicitors.com, telephone 01 213 5940 or your usual contact at Amorys.
Download Buying Residential Property Guide 2020

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The Emergency Measures in the Public Interest (COVID-19) Act 2020

by | Apr 2, 2020 | Employment and Industrial Relations

The Emergency Measures in the Public Interest (COVID-19) Act 2020

In response to the COVID -19 epidemic, the houses of the Oireachtas have enacted the Emergency Measures in the Public Interest (COVID -19) Act 2020, (“the Act”).

For the purpose of this article, we will focus on the measures introduced in order to help employers navigate their way through the emergency. The measures introduced are aimed at minimising job losses and the overall impact of the virus on the economy.

Part 7 of the Act

Part 7 of the Act provides for a “temporary wage subsidy” provision for employees who were on the payroll in the business of an employer as of the 29th of February 2020. The temporary wage subsidy provides for a subsidy in wages at the rates set out below for a period of 12 weeks.

In order to be able to avail of this subsidy, the business or employer of an employee must make a declaration to the Revenue Commissioners confirming that by reason of the COVID-19 epidemic, there is at least a 25% reduction in either the employer’s turnover or orders being received by the employer which prevents the employer maintaining normal wages and that regardless, the employer intends to continue to employ the employee.

Subject to compliance by the employer of all provisions within the Act, the following provisions shall apply:-

  1. Where an employee’s weekly pay is less than or equal to €586.00, 70% of the employees take home pay to a maximum of €410.00 will be paid;
  2. Where the employee’s weekly pay is greater than €586.00 and equal to or less than €960.00 a maximum of €350.00 will be paid;
  3. No subsidy is payable in respect of employees whose average net weekly pay exceeds €960.00.

In order to apply for the scheme, employers are required to submit an application via ROS.

Revenue has clarified in recently issued guidance notes on the subject (reply to FAQ 3.11. on page 10) that whilst the subsidy is not subject to PAYE, it will be taxable on the employee at a year-end review.  If the tax assessed as owing by the employee in 2020 is more than his/her unused tax credits at the end of that year, Revenue has clarified that the outstanding tax will be clawed back by reduction of personal tax credits.

It is worth noting that the Revenue requires (see reply to FAQ 4.12. of the guidance notes) an employer to reimburse an employee for any overpayment of PAYE or USC deducted from an employee to date by operation of the Temporary Subsidy Scheme. Whilst Revenue has stated in its guidance notes that it will then reimburse the employer by the amount paid in this regard, the relevant legislation classifies this payment differently to the refund of the subsidy and they may both be paid on different dates (ie one later than the other). In light of this unknown, we would advise consulting your auditor or financial adviser before engaging in the scheme. Further Revenue guidance notes on the reimbursement arrangements are expected to issue on the Revenue website soon.

Revenue has also clarified in further guidance notes that the declaration required to support an employer’s application is not a declaration of insolvency.

Part 8 of the Act

Part 8 of the Act has altered an employee’s right to call on an employer to make them redundant during the emergency period in circumstances where they have been placed on short term lay off or have been laid off as a result of the COVID-19 pandemic. The “emergency period” runs from the 13th of March 2020 to the 31st of May 2020. This period of course may be extended at a later date if deemed necessary.

The practical benefit to an employer of this restriction is that they do not have to retain funds for the purpose of making statutory redundancy payments throughout the emergency period. Ordinarily, an employee would be entitled to call on their employer to make them redundant in circumstances where they have been laid off for 4 weeks or more or where they have been put on the short term for at least 6 weeks in the last 13 weeks.

Clearly the foregoing measures have been introduced as a means of trying to preserve employment throughout the pandemic. The measures provide employers with some comfort in that they cannot be called on to make redundancy payments throughout the emergency period, whilst also with the assistance of the State, employers may be able to maintain payment to their employees.

Whilst every effort has been made to ensure the accuracy of the information contained in this article, it has been provided for information purposes only and is not intended to constitute legal advice. Amorys Solicitors is a boutique commercial and private client law firm in Sandyford, Dublin 18, Ireland.
For further information and advice in relation to “The Emergency Measures in the Public Interest (COVID-19) Act 2020”, please contact Deirdre Farrell, partner, Amorys Solicitors deirdre@amoryssolicitors.com or Brian Kirwan, partner, Amorys Solicitors brian@amoryssolicitors.com, telephone 01 213 5940 or your usual contact at Amorys.
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