Employment Discrimination

 

employment discrimination
employment discrimination

What are the Employment Equality Acts for ?

The Equality Acts prohibit discrimination in work related areas such as pay, vocational training, access to employment, work experience and promotion. Cases involving harassment and victimization at work are also covered by the Acts.

Anyone who feels they have been discriminated against must refer a complaint to The Workplace Relations Commmission within 6 months of the occurrence of the act of discrimination. 

Discrimination

Discrimination, which can be both direct and indirect, occurs when you are treated less favourably than another person is, has been or would be treated because of the grounds set out below:

9 Grounds for discrimination that are prohibited:

  • Gender
  • Civil status
  • Family status
  • Sexual orientation
  • Religious belief
  • Age
  • Disability
  • Race, colour, nationality, ethnic or national origins
  • Membership of the Traveller community

What is the Workplace Relations Commission ?

Its the independent state body set up to investigate or mediate complaints of discrimination.

What is the procedure for making a complaint ?

Complaints of discrimination in relation to employment must normally be referred to Workplace Relations Commission. A complainant must complete the complaint form found on the Workplace Relations Commissions website.

Is it possible to bring witnesses to the inquiry at the Workplace Relations Commission? 

Yes, if needed. An application would have to be made to the Commission setting out why the witnesses is needed etc. 

Initial Advice Consultation 

 

Contact Details:

1. Call us on 052 61 21999 or 01 5461121 between the hours of  9 am to 5 pm – Monday to Friday.

2. Email us – info@clearysolicitors.com – with a contact number and we will call you back.

3. Fill out our online Enquiry Form.

DISCLAIMER

Please be advised that the above-mentioned material is intended as an overview and as a broad out-line of the topic discussed. It should not be considered as complete and comprehensive legal advice, nor act as an appropriate substitute.
Due care has been taken in the publication of this article and we do not accept legal liability as a result of reliance on any material covered in the above article.

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