Training Example: Crushell & Co – Review the Data, Give Your Score & Compare to the Real AI Evaluation

[H5] Call Us 016111546

[H5] Call Us 016111546

[H2] Your work,

is ours.

[H5] Crushell & Co is a specialist firm advising on the application of law in the Irish workplace.

Our Dublin based team advises employers and employees on all aspects of workplace legal and regulatory matters, including employment law, employment immigration, and workplace accidents and injuries.
We translate complex legal issues into practical legal options, adapting our tactics and strategy to meet specific client objectives.

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[H1] Specialist Employment Solicitors

[IMG: Irish Employment Solicitor]

[H3] Employment Law
Our employment lawyers advise employers and employees on all aspects of Irish employment law, from recruitment to retirement, engagement to dismissal.

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[IMG: Irish Immigration Solicitor]

[H3] Workplace Immigration
Our employment immigration lawyers advise employers and employees on all aspects of Irish immigration law and the workplace visa process.

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[IMG: Workplace Injury Solicitor]

[H3] Workplace Injury
Our accident and injury lawyers advise employers and employees on all aspects of personal injury* claims within the workplace.

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[H3] Data Protection & GDPR
Our data protection lawyers understand the responsibilities and obligations employers and employees have under Irsh data protection laws and GDPR.

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[IMG: Protected Disclosure Solicitor]

[H3] Protected Disclosures
Crushell & Co advise employers and employees on all aspects of protected disclosure and whistleblowing law in Ireland.

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[IMG: Irish Defamation Solicitor]

[H3] Defamation
Crushell & Co advise employers and employees on all aspects of defamation and reputation management issues in the workplace.

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[H2] Why Crushell & Co?

[H5] Our lawyers are subject matter experts,
specialising only on the law as it applies to the workplace.
At Crushell & Co, we focus
exclusively
on workplace legal and regulatory matters, including employment law, employment immigration, and workplace accidents and injuries*.

Our law firm practice is efficient, combining cutting edge technology, virtual working models and a paperless office, to ensure our operational costs are minimised, resulting in cost savings for our clients. Crushell & Co can facilitate in-person, phone or video conference consultations.
Our advice is
effective, delivering practical, real-world results, for our clients. By advising both employers and employees, Crushell & Co brings a wholistic perspective to workplace disputes.

[H3] Specialist

[H6] By focusing on law in the workplace, Crushell & Co bring deep knowledge and expertise in servicing both employer and employee client requirements.

[H3] Cost Effective

[H6] Crushell & Co operates a transparent fee structure that is highly competitive when compared to rival practices.

[H3] Client Focused

[H6] Crushell & Co are relentlessly client focused, ensuring the best possible outcome to your workplace legal or regulatory matter.

[H3] Experienced

[H6] By advising both employers and employees, Crushell & Co brings a wholistic perspective to workplace disputes.

[H2]

Our Firm

Crushell & Co is a specialist firm advising on the application of law in the Irish workplace. Our goal is to deliver practical outcomes for our clients, while driving positive change in the workplace. Founded by our principal, Barry Crushell, we are one of Ireland's only specialist workplace law firms. Barry is a former army officer, who served with the United Nations on multiple deployments. He trained with leading law firm Arthur Cox, before going on to establish the Dublin and London offices of a US law firm. Barry holds a BA in Law and Politics, LLM in Business Law, LLM in Dispute Resolution, MPhil in Linguistics and an Advanced Diploma in Employment Law. His Doctorate in Law thesis examines the case conditions that typically lead to a successful claim before the Workplace Relations Commission. Barry is qualified to practice law in Ireland, Northern Ireland and England and Wales and is a member of the American Bar Association.

[H2] Contact Us

[H5] For a preliminary assessment of your legal matter, please complete the form below. We will be in contact to advise of your potential options and schedule a consultation.

[H3]

Thank you for contacting Crushell & Co. We will be in contact as soon as possible. If your matter is urgent, please call or email the office directly, to speak to a solicitor or schedule an appointment. Please see our 'Terms of Service' for details of our engagement and data protocols.
Thank you for contacting Crushell & Co. We appear to be having difficulty processing your query. If your matter is urgent, please call or email the office directly, to speak to a solicitor or schedule an appointment.

[H2] About Us
Crushell & Co is a specialist firm advising on the application of the law in the Irish workplace.
We bring deep sectoral knowledge and legal experience in servicing both employer and employee clients.
We provide preemptive solutions to mitigate imminent legal threats, and strategic plans for resolving and managing work specific legal issues.

[H2] Contact Us

Call Us

Email Us

Subscribe

Follow Us

[H2] Find Us
Crushell & Co
1 Arran Square
Dublin D07 PA0D
7 Bell Yard
London WC2A 2JR

[H2] Legal Notice
Please click here for a summary of our legal, regulatory and data policy.
*In contentious business, a solicitor may not calculate fees or other charges as a percentage or proportion of any award or settlement.

[H5] Call Us 016111546

Employment Law

[H5] Call Us 016111546

[H5] Expert,
Efficient,
Effective.
Crushell & Co employment solicitors have extensive experience in advising both employers and employees on all aspects of the employment relationship, from recruitment to retirement, remuneration to redundancy and workplace disputes to dismissal. Our employment solicitors have a track record of achieving successful outcomes for our clients, through both formal and informal mechanisms.
Speak to one of our Dublin based specialist employment solicitors to determine how we can best assist you with your employment law matter.

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[H1] Employment Solicitor | Dublin, Ireland

[IMG: Bullying and Stress under Irish Employment Law]

[H3] Bullying and Stress
Bullying and Stress under Irish Employment Law

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[IMG: Constructive Dismissal under Irish Employment Law]

[H3] Constructive Dismissal
Constructive Dismissal under Irish Employment Law

[IMG: Contracts of Employment under Irish Law]

[H3] Contracts of Employment
Contracts of Employment under Irish Law

[IMG: Data, privacy & GDPR in the Workplace]

[H3] Data, Privacy & GDPR
Data, privacy & GDPR in the Workplace

[H3] Discrimination
Discrimination under Irish Employment Law

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[IMG: Disability Discrimination under Irish Employment Law]

[H3] Disability
Disability Discrimination under Irish Employment Law

[IMG: Employment Lawyer for Employers]

[H3] Employer Services
Employment Lawyer for Employers

[IMG: Employment Lawyer for Employees]

[H3] Employee Services
Employment Lawyer for Employees

[H3] Equality
Equality at work under Irish Employment Law

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[IMG: Disability Discrimination under Irish Employment Law]

[H3] Grievances & Discipline
Grievance and disciplinary procedures

[IMG: Protected disclosures in the workplace]

[H3] Protected Disclosures
Protected disclosures in the workplace

[IMG: Redundancy under Irish Employment Law]

[H3] Redundancy
Redundancy under Irish Employment Law

[H3] Self-Employment
Self-employment under Irish Law & Regulations

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[IMG: Disability Discrimination under Irish Employment Law]

[H3] Settlement Agreements
Settlement, Exit and/or Compromise Agreements

[IMG: Unfair dismissal under Irish Employment Law]

[H3] Unfair Dismissal
Unfair dimissal under Irish Employment Law

[IMG: Bringing a Workplace Relations Commission claim]

[H3] WRC Complaints
Bringing a Workplace Relations Commission claim

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Crushell & Co is a boutique law firm offering bespoke employment law advice. We advise employers and employees on all aspects of Irish employment law. We have extensive experience in advising clients on every aspects of the employment relationship, from recruitment to retirement, remuneration to redundancy and workplace disputes to dismissal. We have a track record of achieving successful outcomes for our clients, through both formal and informal mechanisms. Speak to one of our Dublin based specialist employment solicitors to determine how we can best assist you with your employment law matter.For further information, please complete the form below or contact our offices to schedule a consultation.

[H3] Specialist
Employment Solicitor

[H6] By focusing on law in the workplace, Crushell & Co bring deep knowledge and expertise in servicing both employer and employee client requirements.

[H3] Cost Effective
Employment Solicitor

[H6] Crushell & Co offer exceptionally competitive rates, ensuring our expert legal advice is
accessible to all.

[H3] Client Focused
Employment Solicitor

[H6] Crushell & Co are relentlessly client focused, ensuring the best possible outcome to your workplace legal or regulatory matter.

[H3] Experienced
Employment Solicitor

[H6] By advising both employers and employees, Crushell & Co brings a wholistic perspective to workplace disputes.

[H2]

Our Firm

Crushell & Co is a specialist firm advising on the application of law in the Irish workplace. Our goal is to deliver practical outcomes for our clients, while driving positive change in the workplace. Founded by our principal, Barry Crushell, we are one of Ireland's only specialist workplace law firms. Barry is a former army officer, who served with the United Nations on multiple deployments. He trained with leading law firm Arthur Cox, before going on to establish the Dublin and London offices of a US law firm. Barry holds a BA in Law and Politics, LLM in Business Law, LLM in Dispute Resolution, MPhil in Linguistics and an Advanced Diploma in Employment Law. His Doctorate in Law thesis examines the case conditions that typically lead to a successful claim before the Workplace Relations Commission. Barry is qualified to practice law in Ireland, Northern Ireland and England and Wales and is a member of the American Bar Association.

[H2] Contact Us

[H5] For a preliminary assessment of your legal matter, please complete the form below. We will be in contact to advise of your potential options and schedule a consultation.

[H3]

Thank you for contacting Crushell & Co. We will be in contact as soon as possible. If your matter is urgent, please call or email the office directly, to speak to a solicitor or schedule an appointment. Please see our 'Terms of Service' for details of our engagement and data protocols.
Thank you for contacting Crushell & Co. We appear to be having difficulty processing your query. If your matter is urgent, please call or email the office directly, to speak to a solicitor or schedule an appointment.

[H2] About Us
Crushell & Co is a specialist firm advising on the application of the law in the Irish workplace.
We bring deep sectoral knowledge and legal experience in servicing both employer and employee clients.
We provide preemptive solutions to mitigate imminent legal threats, and strategic plans for resolving and managing work specific legal issues.

[H2] Contact Us

Call Us

Email Us

Subscribe

Follow Us

[H2] Find Us
Crushell & Co
1 Arran Square
Dublin D07 PA0D
7 Bell Yard
London WC2A 2JR

[H2] Legal Notice
Please click here for a summary of our legal, regulatory and data policy.
*In contentious business, a solicitor may not calculate fees or other charges as a percentage or proportion of any award or settlement.

[H5] Call Us 016111546

Employment Immigration

[H5] Call Us 016111546

[H5] Expert,
Efficient,
Effective.
Crushell & Co have extensive experience in advising both employers and employees on all aspects of Irish employment immigration law.
We counsel clients on all aspects of workplace immigration law, including the critical skills employment permits, dependent/partner/spouse employment permits, intra-company transfer employment permits and the general employment permits.
Speak to one of our Dublin based specialist employment immigration solicitors to determine how we can best assist you with your immigration law matter.

CALL US

[H1] Employment Immigration Solicitor | Dublin, Ireland

[H2] Specialist
Immigration
Solicitors

[H6] By focusing on workplace immigration matters, Crushell & Co bring deep knowledge and expertise in servicing both employer and employee client requirements.

[H2] Cost Effective
Immigration
Solicitors

[H6] Crushell & Co offer exceptionally competitive rates, ensuring our expert immigration legal advice is
accessible to all.

[H2] Client Focused
Immigration
Solicitors

[H6] Crushell & Co are relentlessly client focused, ensuring the best possible outcome to your immigration legal or regulatory matter.

[H2] Experienced
Immigration
Solicitors

[H6] By advising both employers and employees, Crushell & Co brings a wholistic perspective to immigration law advice and guidance.

[H2] Introduction to Employment Permits in Ireland
In general, in order to work in Ireland, an individual born outside the European Union typically needs a valid employment permit. The regulation of employment permits is overseen by the Department of Enterprise, Trade & Employment. Making an application for an employment permit can often be a difficult and daunting task. Potential applicants are understandably concerned about which employment permit to apply for, what questions need to be answered, what supporting documents need to be supplied and what actions does a potential or existing employer need to take. Crushell & Co. have extensive experience of advising both employers and employees on all aspects of the employment permit application process. We have comprehensive systems in place to ensure that any applications made on behalf of our clients stands the best possible chance of success.
[H2] Who needs an employment permit in Ireland?
The European Economic Area (EEA) comprises all of the member states of the European Union together with Iceland, Norway and Liechtenstein. In general, members of the EEA, as well as citizens of the United Kingdom, do not require an employment permit to work in Ireland. In general, under the Employment Permits Act, 2003-2014, all other individuals (i.e. those workers coming from outside the EEA or UK) require an employment permit to work here.  There are certain exemptions, for example, where the individual may be a spouse or civil partner of an Irish or EEA national, they may have permission to remain in the state as the parent of an Irish citizen or they may have permission to remain in the state on certain humanitarian grounds. However, ordinarily, workers coming outside of the European Union require an employment permit to work here. Please contact Crushell & Co for more detailed information.

[H2] General Employment Permit in Ireland
The General Employment Permit is typically issued by the Department of Enterprise, Trade & Employment for an initial period of 2 years but it may be renewed for a further 3 years upon a successful re-application. Following a 5 year period on a General Employment Permit, a worker may apply to the Irish Immigration Services for long term residency status.  In order to be granted a General Employment Permit, the Department of Enterprise, Trade & Employment will examine a number of different criteria to determine general suitability. In the first instance, it is assumed that the prospective employer is a genuine employer, registered with the Revenue Commissioners or applicable equivalent. The applicant will need to provide a full description of the role and proposed employment terms and conditions. The applicant will need to ensure that the proposed role is not listed under the ineligible list of occupations for employment permits, which is regularly updated by the Department of Enterprise, Trade & Employment. It is therefore critical, when making an application, to ensure that the role is not designated, inadvertently, as potentially ineligible due to inaccurate naming or description of the pertinent role. Please check with our office if you are concerned. Ordinarily, it is expected that the applicant will have the requisite qualifications or experience necessary required for the proposed role. It is crucial that an applicant provides sufficient information to substantiate this requirement. Ordinarily, it is expected that the applicant will earn at least €30,000 per year in the proposed role to which the General Employment Permit attaches.  However, there are exceptions which permit an employer to pay an employee on a General Employment Permit €27,000 per annum in respect of certain professions or categories of worker. Ordinarily, a General Employment Permit will not be issued to a prospective worker unless, at the time of the application, at least 50% of the employees of the proposed employer are EEA nationals. However, there are certain exemptions to this rule (please contact this office for further information). In some instances, an applicant may need to undertake a Labour Market Needs Test in order to demonstrate that the skill set is not readily available to the employer under existing recruitment market conditions in Ireland. However, there are certain exemptions to this requirement, particularly where the applicant can show that the proposed role is on the critical skills occupation list, the role meets a certain minimum annual remuneration threshold, where there has been a recommendation from Enterprise Ireland or the IDA in respect of the role or where a job offer is made for the care of an individual. Please contact Crushell & Co for more detailed information.
[H2] Labour Market Needs Test
If an employment permit is dependent upon a Labour Market Needs Test, the employer must advertise the vacancy with the Department of Social Protection Employment Services for a requisite period of time, advertise the role in a national newspaper for a requisite period of time and also advertise the role in a local newspaper or jobs website. In advertising the role, the employer, in accordance with the guidance set under the Employment Permits Act, 2006, must include the following details:  Description of the roleThe name of the proposed employerRemuneration and general terms and conditionsLocation of the employmentHours of work
In short, the Department of Enterprise, Trade & Employment is trying to assess whether or not genuine attempts have been made by the employer to source potential candidates for the role locally, before relying on international labour sources.
[H2] Critical Skills Employment Permit
The Department of Enterprise, Trade & Employment may issue Critical Skills Employment Permits to highly skilled workers whose skill set will add value to the Irish economy, thereby fulfilling a genuine employment market need. Furthermore, the Critical Skills Employment Permits are generally issued to encourage those same highly qualified individuals to take up permanent residence in the Irish state.
[H3] List of Critical Skills Employment Permit occupations
There is a list provided by the Department of Enterprise, Trade & Employment as to what constitutes a critical skills occupation. These roles are subject to review and amendment but currently include:  Production managers and directorsNatural and social science professionalsEngineering professionalsInformation technology professionalsHealth professionalsHealth and social service managersNursery and midwifery professionalsTherapy professionalsHealth associate professionalsTeachers and educational professionalsBusiness research and administrative professionalsArchitects, town planners and surveyorsQuality and regulatory professionalsMedia professionalsArtistic and media professionalsDesign occupationsSport and fitness professionalsSales, marketing and related professionals
The list of eligible professions or occupations for the Critical Skills Employment Permit is determined by a process known as the Standard Occupational Classification System (SOC) which is a protocol designed to order roles into occupational and professional categories for the purposes of collecting and disseminating relevant data. The pertinent roles for a Critical Skills Employment Permit are highly skilled occupations which are generally experiencing labour or skills shortages in respect of qualifications, experience or skills which are required for the proper functioning of the Irish economy.
[H3] Eligibility for the Critical Skills Employment Permit
The Department of Enterprise, Trade & Employment examines a number of factors when determining whether or not an applicant is suitable for a Critical Skills Employment Permit. It goes without saying that the prospective employer must be a bona fide employer registered with the Revenue Commissioners, or equivalent. Ordinarily, a prospective role must result in remuneration of at least €32,000 per annum. Certain qualifications in respect of medical professionals need to be recognised by the equivalent Irish regulatory medical authorities. If a role appears on the ineligible list of occupations for employment permits, an exemption may be made for an applicant if the annual remuneration is in excess of €64,000 per annum. Ordinarily, an employer is expected to employ at least 50% of their workforce from the European Union, however, certain exemptions can be made.
[H3] Stages to Critical Skills Employment Permit application
There are three stages to making an application for a Critical Skills Employment Permit.
[H4] Application for Critical Skills Employment Permit
The first stage is the application process. When an applicant has submitted their application, as well as paid the relevant fees, a record of that application is given and the individual application is then placed in an ordered list, depending on whether or not the employer is designated as a standard applicant or trusted partner by the Department of Enterprise, Trade & Employment.
[H4] Processing the Critical Skills Employment Permit Application
The second stage of the application process for a Critical Skills Employment Permit is the processing stage. The totality of the application is made by an official from the Department of Enterprise, Trade & Employment who will assess whether the applicant is eligible, whether the role is relevant and whether the employer qualifies. Should the deciding official require further information, such a request will be made and should be responded to within 28 days. At Crushell & Co, we use our experience to ensure that an abundance of information is provided to assist a deciding official in making an application in favour of our clients.
[H4] Critical Skills Employment Permit Decision
The third stage of the application process for a Critical Skills Employment Permit is the issuing of a decision. If successful, no issues arise. However, if unsuccessful, an individual may appeal the decision not to issue them with a Critical Skills Employment Permit under Section 13 or 17 of the Employment Permits Act, 2006. The applicant must then set out the grounds for the review which should include and address all of the grounds for refusal or revocation.  Please contact Crushell & Co for more detailed information.
[H2] Dependent / Partner / Spouse Employment Permits
The dependent, partner or spouse of the holder of a Critical Skills Employment Permit is generally permitted to take up residency in Ireland and ordinarily the right to work in Ireland also. The Irish Immigration Services Delivery (ISD) will issue the dependent, partner or spouse of a Critical Skills Employment Permit holder, a Stamp 3 immigration permission which does not, on its own, entitle an individual to work in Ireland. It is only when a stamp 3 immigration permission holder accompanies a Critical Skills Employment Permit holder as a dependent, partner or spouse that they can apply for an employment permit which would allow them to work in Ireland. There are multiple benefits to the dependent / partner / spouse employment permit including the fact that making an application is without cost, all jobs, except those of a domestic nature, are eligible for application, there are no remuneration requirements except for the obvious requirement that the pay matches or exceeds the national minimum wage and the prospective employer is a bona fide employer who will not be required to undertake a Labour Market Needs Test. For further information, please contact the offices of Crushell & Co.
[H2] Intra Company Transfer Employment Permits
The Intra Company Transfer Employment Permit is granted by the Department of Enterprise, Trade & Employment to facilitate the progression of key company personnel from the overseas branch of an employer of a multinational corporation from outside the European Union to its Irish base. The Department of Enterprise, Trade & Employment typically classifies applicants into one of three categories, namely senior managers who are earning at least €40,000 per annum, key personnel of the prospective employer who are earning at least €40,000 per annum or personnel who are undergoing training and earning remuneration of at least €30,000 per annum. Senior managers, under an intracompany transfer employment permit, are considered to be executives of the organisation, department or subdivision who exercise supervisory, professional or managerial work, have the authority to hire and fire other personnel and exercise authority over the team operations of the company. Key personnel are typically defined by the Department of Enterprise, Trade & Employment as those persons having specialist skills or knowledge essential to the service, research or management of the prospective employer. The Department of Enterprise, Trade & Employment may permit applicants to work in the state for a period of no greater than 12 months provided it can be substantiated that those individuals will be participating in a detailed training programme or exercise.
[H2] Contract for Services Employment Permit
The Contract for Services Employment Permit was established by the Department of Enterprise, Trade & Employment to provide for scenarios whereby certain qualifying foreign nationals (contractors) a

[H5] Call Us 016111546

Workplace Injury

[H5] Call Us 016111546

[H5] Expert,
Efficient,
Effective.
Crushell & Co have extensive experience in advising both employers and employees on all aspects of Irish workplace accident and personal injuries law*.
We counsel clients on the reporting of workplace accidents and injuries, employers liability, bringing a personal injuries claim and personal injuries compensation*.
Speak to one of our Dublin based specialist workplace accident solicitors to determine how we can best assist you with your potential personal injuries* matter.

CALL US

[H1] Workplace Injury Solicitor | Dublin, Ireland

[H2] Health & Safety Obligations
We promote a safer working environment by advising both employers and employees on their respective health and safety in the workplace obligations.

[H2] Workplace Injury Assessment
We advise both employers and employees of the likelihood of a successful claim, given the individual circumstance of each particular case*.

[H2] Personal Injury Assessment Board
We advise and counsel employees at every stage in their bringing a personal injuries claim, as a result of a workplace accident, before the PIAB*.

[H2] Compensation & Settlement
We vigorously and earnestly advocate on behalf of our clients to ensure they obtain the just and equitable compensation they deserve for their workplace accident*.

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[H2] Workplace Injury & Accident at Work Claims in Ireland
If you have been injured in an accident at work, you may be entitled to pursue a workplace injury compensation claim. Irish law requires employers to provide a safe working environment, and where an injury occurs due to negligence or a failure to follow health and safety obligations, an employee may be entitled to compensation.At Crushell Solicitors, we act for employees throughout Dublin and across Ireland in personal injury claims arising from workplace accidents. We offer clear advice, practical guidance and strong representation from start to finish.
[H2] Free Personal Injury Consultation & No-Win, No-Fee Claims

[H3] No Fees Unless Your Workplace Injury Claim Is Successful
We understand that many people are concerned about the cost of legal action. That is why we offer: Free personal injury consultation
No upfront legal fees
No professional fees unless your claim is successful
If your workplace injury claim does not succeed, you do not pay our legal fees. This allows you to obtain expert advice and pursue your claim without financial risk.
[H2] What Is a Workplace Injury?
A workplace injury includes any injury, illness or condition sustained in the course of employment, including: Injuries suffered while performing work duties
Accidents on employer premises
Injuries caused by work equipment or machinery
Injuries during work-related travel or activities
Conditions that develop over time due to work duties
You may still have a valid claim even if: The accident was not your employer’s fault alone
You were partly responsible
The injury developed gradually
The accident was not immediately reported
Each case is different. A free consultation allows us to assess whether you have a valid claim.
[H2]

[H2] Common Types of Workplace Injury Claims

[H3] Accident at Work Claims We Regularly Handle
We represent clients injured in a wide range of workplace accidents, including: Slips, trips and falls at work
Manual handling and lifting injuries
Back, neck and shoulder injuries
Machinery and equipment accidents
Construction site accidents
Falls from height
Workplace assaults
Repetitive strain injuries (RSI)
Occupational illness and work-related stress
If your injury occurred because proper safety procedures were not followed, you may be entitled to compensation.
[H2] Employer Liability & Duty of Care

[H3] When Is an Employer Legally Responsible?
Under Irish health and safety law, employers must take reasonable steps to protect employees, including: Providing a safe working environment
Carrying out risk assessments
Providing adequate training and supervision
Supplying appropriate protective equipment
Maintaining safe equipment and premises
Where an employer breaches these duties and an employee is injured as a result, the employer may be held legally liable for compensation.
[H2] What To Do After an Accident at Work

[H3] Steps to Take After a Workplace Injury
Taking the correct steps early can significantly strengthen your claim: Seek medical attention immediately
Report the accident to your employer and ensure it is recorded
Take photographs of the accident location or hazard
Obtain witness details, if available
Keep all medical records, receipts and payslips
Contact a workplace injury solicitor for advice
We can guide you through this process from your first call.
[H2] How Workplace Injury Claims Work in Ireland

[H3] The Personal Injuries Claims Process
Most workplace injury claims begin with an application to the Injuries Assessment Board (IAB).We will: Assess your claim and prospects of success
Prepare and submit your IAB application
Arrange medical reports
Advise on settlement offers
Issue court proceedings where necessary
Our objective is to resolve claims efficiently while ensuring fair compensation.
[H2] Time Limits for Accident at Work Claims

[H3] Strict Time Limits Apply
In most cases, you have two years less one day from: The date of the workplace accident, or
The date you became aware of the injury
Missing this deadline can prevent you from bringing a claim. Early legal advice is strongly recommended.
[H2] What Compensation Can I Claim For?

[H3] Workplace Injury Compensation Explained
Compensation is intended to place you, as far as possible, in the position you would have been in had the injury not occurred.It may include:
[H3] General Damages
Pain and suffering
Loss of quality of life
Physical and psychological injury
[H3] Special Damages
Loss of earnings (past and future)
Medical and rehabilitation expenses
Travel and prescription costs
Future care or treatment needs
Every claim is assessed individually based on evidence.
[H2] Will Making a Workplace Injury Claim Affect My Job?
Irish law protects employees from being penalised or dismissed for making a legitimate workplace injury claim.If you experience unfair treatment, dismissal or pressure after reporting an accident or injury, you may have additional legal remedies available.
[H2] Why Choose Crushell Solicitors for Workplace Injury Claims?
Specialist experience in workplace injury claims
Dublin-based solicitors with nationwide reach
Clear, practical legal advice
Free consultation
No-win, no-fee personal injury claims
Strong focus on client care and outcomes
We provide honest advice from the outset and pursue claims professionally and efficiently.
[H2] Workplace Injury Claims – Frequently Asked Questions (FAQs)

[H3] Can I claim compensation if I was injured at work?
Yes. If your injury was caused by employer negligence or unsafe working conditions, you may be entitled to compensation.
[H3] What if the accident was partly my fault?
You may still be able to make a claim. Compensation may be reduced, but contributory negligence does not automatically prevent a claim.
[H3] How much compensation will I receive?
Every claim is different. Compensation depends on the severity of the injury, medical evidence and financial losses.
[H3] Do I have to go to court?
Most claims are resolved without a court hearing. Court proceedings are only issued where necessary.
[H3] Will my employer know I am making a claim?
Yes, but claims are usually handled by their insurers. Employers cannot lawfully penalise you for making a claim.
[H3] How much does it cost to speak to a solicitor?
Your initial consultation is completely free, and you only pay legal fees if your claim is successful.
[H2]

[H2] Speak to a Workplace Injury Solicitor Today
If you have been injured in an accident at work, contact Crushell Solicitors today for a free, no-obligation personal injury consultation. We will assess your case, explain your options clearly, and act on your behalf — with no legal fees unless your claim succeeds.

[H2] Specialist
Workplace Injury
Solicitors

[H6] By focusing on workplace injuries, Crushell & Co bring deep knowledge and expertise in servicing both employer and employee client requirements.

[H2] Cost Effective
Workplace Injury
Solicitors

[H6] Crushell & Co offer exceptionally competitive rates, ensuring our expert workplace accident and injury* legal advice is
accessible to all.

[H2] Client Focused
Workplace Injury
Solicitors

[H6] Crushell & Co are relentlessly client focused, ensuring the best possible outcome to your workplace accident and injury claim.

[H2] Experienced
Workplace Injury Solicitors

[H6] By advising both employers and employees, Crushell & Co brings a wholistic perspective to workplace accident and injury issues.

[H2] Why Crushell & Co?

[H5] Our lawyers are subject matter experts, specialising only on the law as it applies to the workplace.
At Crushell & Co, we focus
exclusively on workplace legal and regulatory matters, including employment law, employment immigration, and workplace accidents and injuries*.

Our law firm practice is efficient, combining cutting edge technology, virtual working models and a paperless office, to ensure our operational costs are minimised, resulting in cost savings for our clients. Crushell & Co can facilitate in-person, phone or video conference consultations.
Our advice is
effective, delivering practical, real-world results, for our clients. By advising both employers and employees, Crushell & Co brings a wholistic perspective to workplace disputes.

Call Us

Email Us

Subscribe

Follow

[H2]

Our Firm

Crushell & Co is a specialist firm advising on the application of law in the Irish workplace. Our goal is to deliver practical outcomes for our clients, while driving positive change in the workplace. Founded by our principal, Barry Crushell, we are one of Ireland's only specialist workplace law firms. Barry is a former army officer, who served with the United Nations on multiple deployments. He trained with leading law firm Arthur Cox, before going on to establish the Dublin and London offices of a US law firm. Barry holds a BA in Law and Politics, LLM in Business Law, LLM in Dispute Resolution, MPhil in Linguistics and an Advanced Diploma in Employment Law. His Doctorate in Law thesis examines the case conditions that typically lead to a successful claim before the Workplace Relations Commission. Barry is qualified to practice law in Ireland, Northern Ireland and England and Wales and is a member of the American Bar Association.

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[H5] For a preliminary assessment of your legal matter, please complete the form below. We will be in contact to advise of your potential options and schedule a consultation.

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Thank you for contacting Crushell & Co. We will be in contact as soon as possible. If your matter is urgent, please call or email the office directly, to speak to a solicitor or schedule an appointment. Please see our 'Terms of Service' for details of our engagement and data protocols.
Thank you for contacting Crushell & Co. We appear to be having difficulty processing your query. If your matter is urgent, please call or email the office directly, to speak to a solicitor or schedule an appointment.

[H2] About Us
Crushell & Co is a specialist firm advising on the application of the law in the Irish workplace.
We bring deep sectoral knowledge and legal experience in servicing both employer and employee clients.
We provide preemptive solutions to mitigate imminent legal threats, and strategic plans for resolving and managing work specific legal issues.

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[H2] Find Us
Crushell & Co
1 Arran Square
Dublin D07 PA0D
7 Bell Yard
London WC2A 2JR

[H2] Legal Notice
Please click here for a summary of our legal, regulatory and data policy.
*In contentious business, a solicitor may not calculate fees or other charges as a percentage or proportion of any award or settlement.

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Workplace Defamation

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[H5] Expert,
Efficient,
Effective.
Crushell & Co have extensive experience in advising both employers and employees on all aspects of Irish defamation law.
We counsel clients on all areas of workplace defamation and reputation management issues, advising on what constitutes defamation in Ireland, bringing or defending a defamation claim and explaining the consequences of defamation litigation.
Speak to one of our Dublin based specialist workplace defamation solicitors to determine how we can best assist you with your defamation or reputation management matter.

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[H1] Defamation Solicitor | Dublin, Ireland

[H2] Defamation in the Workplace
We advise both employers and employees on what constitutes defamation in the workplace and assess the likelihood of a successful claim.

[H2] Bringing a Defamation Claim
We counsel employees on alternatives to a claim, bringing a defamation claim, potential consequences and inherent risks.

[H2] Responding to Defamation Claim
If an employer is subject to a defamation claim from an employee, we can assist in mitigating the risk, responding and achieving a successful outcome.

[H2] Settlement & Compensation
We vigorously and earnestly advocate on behalf of our clients to ensure they obtain the equitable compensation they deserve due to defamation in the workplace.

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[H2] Defamation in the Workplace
The workplace is a very unique environment. After friends and family, we probably spend more time with our colleagues, then we do with any other category of people.
Colleagues may say certain things that are conveyed relative to a particular context within the workplace environment. An employer may make hurtful comments regarding one's performance and professionalism. However, what happens when those comments or statements go beyond 'banter' or 'constructive criticism'? What is defamatory? What are the defamation laws in Ireland? How can you prove defamation and what are the damages in a defamation claim?
[H2] What is the Defamation Act 2009?
The purpose of the Defamation Act 2009, is to ensure that an individual's right to a good name, under the Irish Constitution, is upheld. Section 6 of the Defamation Act 2009 provides that:6.— (1) The tort of libel and the tort of slander—(a) shall cease to be so described, and(b) shall, instead, be collectively described, and are referred to in this Act, as the “ tort of defamation ”.(2) The tort of defamation consists of the publication, by any means, of a defamatory statement concerning a person to one or more than one person (other than the first-mentioned person), and “ defamation ” shall be construed accordingly.(3) A defamatory statement concerns a person if it could reasonably be understood as referring to him or her.(4) There shall be no publication for the purposes of the tort of defamation if the defamatory statement concerned is published to the person to whom it relates and to a person other than the person to whom it relates in circumstances where—(a) it was not intended that the statement would be published to the second-mentioned person, and(b) it was not reasonably foreseeable that publication of the statement to the first-mentioned person would result in its being published to the second-mentioned person.(5) The tort of defamation is actionable without proof of special damage.
[H2] What does a 'Defamatory Statement' or 'Defamation' mean?
Under the Defamation Act 2009, a "defamatory statement” means a statement that tends to injure a person’s reputation in the eyes of reasonable members of society.A "statement” includes; a statement made orally or in writing; visual images, sounds, gestures and any other method of signifying meaning; a broadcast on the radio or television; anything published on the internet; or electronic communication.An "electronic communication” includes a communication of information in the form of data, text, images or sound (or any combination of these) by means of guided or unguided electromagnetic energy, or both.
[H2] What is the the difference between 'Libel' and 'Slander'?
'Libel' refers to the written word, while 'slander' refers to the sppken word.As a consequence of the Defamation Act 2009, the distinction has become somewhat irrelevant in Ireland.
[H2] What is 'Defamatory of Character'?
In order for an applicant to bring a claim for defamation, it will be necessary to prove that the statement made bears a defamatory meaning, in that it is probable or actually undermines the reputation of the individual concerned. Accordingly, in order to bring a successful claim for 'defamation of character', an individual must prove that, through an objective analysis, the statement in question contains an imputation that has a tendency to injure his or her reputation.
[H2] What is a Defamation Action?
A defamation action means an action for damages for defamation, or an application for a declaratory order.A court may make a declaratory order if it is satisfied that; a statement made is defamatory of the applicant and the respondent has no defence to the application; the applicant requested the respondent to make and publish an apology, correction or retraction in relation to that statement, and the respondent failed or refused to accede to that request or, where he or she acceded to that request, failed or refused to give the apology, correction or retraction the same or similar prominence as was given by the respondent to the statement concerned.
[H2] What are the Elements of Defamation?
The essential elements of the tort of defamation are that a statement be published, which undermines the reputation of an individual, who is reasonably identifiable.
[H3] 1. Publication of a Defamatory Statement
The tort of defamation consists of the publication, by any means, of a defamatory statement concerning a person to one or more than one person (other than the first-mentioned person), and “defamation” shall be construed accordingly.No matter how false or malicious a statement, a defamatory statement in not actionable unless it is published to a person other than the 'defamed' individual.Per Esher MR in Pullman v Hill:"If the statement is sent straight to the person of whom it is written, there is no publication of it; for you cannot publish a libel of a man to himself".The Defamation Act 2009 does not distinguish between the various forms of possible publication, therefore, an article published electronically will be just as applicable as an article published in print. Words spoken online will equally be as actionable as words spoken in person.
The burden of proving the publication rests with the person alleging a defamation occurred.
[H3] 2. Undermines the Reputation of a Person
An individual may dislike or disapprove of a statement made about them. Their feelings may even be hurt. However, for a successful claim of defamation, the statement made must undermine the reputation of that person (e.g. what was the meaning and was it defamatory?).In
Hough v London Express it was held that, if there was a publication of material, and that the material was defamatory, it is irrelevant whether or not the person receiving that statement believed it to be true or otherwise:"If words are used which impute discreditable conduct to my friend, he has been defamed to me, although I do not believe the imputation and may even know it is untrue."Robertson & Nicol on Media Law:"However irksome it may be to have inaccuracies published about one's life or behaviour - dates misstated, non-existent meetings described, and qualifications misattributed - there must be a 'sting' in the falsehood that reflects discredit in the eyes of society."
[H3] 3. Identification of Defamed Person
To bring a successful claim, an individual must prove that the defamatory statement could be reasonably inferred to relate to them personally (e.g. a defamatory statement concerns a person if it could reasonably be understood as referring to him or her).
[H2] Publication of a Defamatory Statement
Section 6 (2) Defamation Act 2009:
The tort of defamation consists of the publication, by any means, of a defamatory statement concerning a person to one or more than one person (other than the first-mentioned person), and “ defamation ” shall be construed accordingly.
[H3] Natural and Ordinary Meaning
Jones v Skelton:"The ordinary and natural meaning of words may be either the literal meaning or it may be an implied or inferred or an indirect meaning: any meaning that does not require the support of extrinsic facts passing beyond general knowledge but is a meaning which is capable of being detected in the language used can be a part of the ordinary and natural meaning of words."The Capital and Counties Bank Limited v George Henty and Sons: HL 1882:"In construing the words to see whether they are a libel, the Court is, where nothing is alleged to give them an extended sense, to put that meaning on them which the words would be understood by ordinary persons to bear, and say whether the words so understood are calculated to convey an injurious imputation. The question is not whether the defendant intended to convey that imputation; for if he, without excuse or justification, did what he knew or ought to have known was calculated to injure the plaintiff, he must (at least civilly) be responsible for the consequences, though his object might have been to injure another person than the plaintiff, or though he may have written in levity only."Jeynes v News Magazines Ltd and Another:"The legal principles relevant to meaning . . may be summarised in this way: (1) The governing principle is reasonableness. (2) The hypothetical reasonable reader is not naive but he is not unduly suspicious. He can read between the lines. He can read in an implication more readily than a lawyer and may indulge in a certain amount of loose thinking but he must be treated as being a man who is not avid for scandal and someone who does not, and should not, select one bad meaning where other non-defamatory meanings are available. (3) Over-elaborate analysis is best avoided. (4) The intention of the publisher is irrelevant. (5) The article must be read as a whole, and any ‘bane and antidote’ taken together. (6) The hypothetical reader is taken to be representative of those who would read the publication in question. (7) In delimiting the range of permissible defamatory meanings, the court should rule out any meaning which, ‘can only emerge as the produce of some strained, or forced, or utterly unreasonable interpretation’ . . (8) It follows that ‘it is not enough to say that by some person or another the words might be understood in a defamatory sense.”
[H2] Innuendo and Defamation
Those who have made a defamatory statement may try to hide their meaning in the words of their publication, thereby making it more difficult to 'prove' or detect a strong defamatory meaning in their statement. This being so, the law assumes that an ordinary reader will be able to infer defamatory meanings from within the publication, by looking at the text, images or words spoken, and adducing their ordinary meaning, in context.
Grubb v Bristol United Press Ltd:"any innuendo (that is, any allegation that the words were used in a defamatory sense other than their ordinary meaning) cannot rely on a mere interpretation of the words of the libel itself but must be supported by extrinsic facts or matters. Thus, there is one cause of action for the libel itself, based on whatever imputations or implications can reasonably be derived from the words themselves, and there is another different cause of action, namely, the innuendo, based not merely on the libel itself but on an extended meaning created by a conjunction of the words with something outside them. The latter cause of action cannot come into existence unless there is some extrinsic fact to create the extended meaning."Russell v Stubbs Limited: HL 1913"I am of opinion that this innuendo imports into the erroneous entry more than it can reasonably bear. For I think the test in these cases is this:- Is the meaning sought to be attributed to the language alleged to be libellous one which is a reasonable, natural or necessary interpretation of its terms? It is productive, in my humble judgment, of much error and mischief to make the test simply whether some people would put such and such a meaning upon the words, however strained or unlikely that construction may be. . . To permit . . a strained and sinister interpretation, which is thus essentially unjust, to form a ground for reparation, would be, in truth, to grant reparation for a wrong which had never been committed."Skuse v Granada Television:
"The court should give to the material complained of the natural and ordinary meaning which it would have conveyed to the ordinary reasonable viewer, and assume that that hypothetical reasonable viewer is not unduly naive, nor unduly suspicious, but can read between the lines and read in an implication more readily than a lawyer; that he may indulge in a certain amount of loose thinking, but that he must be treated as being a man who is not avid for scandal and someone who would not select one bad meaning when other non-defamatory meanings are available."
[H2] Defences to Defamation

[H5] What are the Defences to Defamation?
Truth of a statement is an absolute defence. Fair comment may be considered, as will absolute and qualified privilege. Qualified privilege is often used by employers to defend robust statements concerning the performance of employees.
[H3] 1. The Defence of Truth
Section 16 of the Defamation Act 2009 provides that:
"It shall be a defence (to be known and in this Act referred to as the “ defence of truth ”) to a defamation action for the defendant to prove that the statement in respect of which the action was brought is true in all material respects."
[H3] 2. Absolute Privilege
Absolute privilege is unlikely to arise in workplace defamation claims as it primarily relates to statements made in made in either House of the Oireachtas, the European Parliament or the exercise of judicial functions. Section 17 of the Defamation Act 2009 provides that:
"It shall be a defence to a defamation action for the defendant to prove that the statement in respect of which the action was brought would, if it had been made immediately before the commencement of this section, have been considered under the law in force immediately before such commencement as having been made on an occasion of absolute privilege."
[H3] 3. Qualified Privilege
The statement was published to or from a person or persons who had a duty to receive, or interest in receiving, the information contained in the statement. Very often, in workplace defamation c

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Our Services

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[H5] Crushell & Co is a specialist firm advising on the application of law in the Irish workplace.

Our Dublin based solicitors advise employers and employees on all aspects of workplace legal and regulatory matters, including employment law, employment immigration and workplace accidents and injuries.
We translate complex legal issues into practical legal options, adapting our tactics and strategy to meet specific client objectives.

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[H1] Specialist Employment Solicitors

[H3] Employment Law
Our employment lawyers advise employers and employees on all aspects of Irish employment law, from recruitment to retirement, engagement to dismissal.

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[IMG: Specialist Workplace Solicitors in Ireland]

[H3] Workplace Immigration
Our employment immigration lawyers advise employers and employees on all aspects of Irish immigration law and the workplace visa process.

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[H3] Workplace Injury
Our accident and injury lawyers advise employers and employees on all aspects of personal injury* claims within the workplace.

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[H3] Data Protection & GDPR
Our data protection lawyers understand the responsibilities and obligations employers and employees have under Irsh data protection laws and GDPR.

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[H3] Protected Disclosures
Crushell & Co advise employers and employees on all aspects of protected disclosure and whistleblowing law in Ireland.

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[H3] Defamation
Crushell & Co advise employers and employees on all aspects of defamation and reputation management issues in the workplace.

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[H2]

Our Firm

Crushell & Co is a specialist firm advising on the application of law in the Irish workplace. Our goal is to deliver practical outcomes for our clients, while driving positive change in the workplace. Founded by our principal, Barry Crushell, we are one of Ireland's only specialist workplace law firms. Barry is a former army officer, who served with the United Nations on multiple deployments. He trained with leading law firm Arthur Cox, before going on to establish the Dublin and London offices of a US law firm. Barry holds a BA in Law and Politics, LLM in Business Law, LLM in Dispute Resolution, MPhil in Linguistics and an Advanced Diploma in Employment Law. His Doctorate in Law thesis examines the case conditions that typically lead to a successful claim before the Workplace Relations Commission. Barry is qualified to practice law in Ireland, Northern Ireland and England and Wales and is a member of the American Bar Association.

[H2] Contact Us

[H5] For a preliminary assessment of your legal matter, please complete the form below. We will be in contact to advise of your potential options and schedule a consultation.

[H3]

Thank you for contacting Crushell & Co. We will be in contact as soon as possible. If your matter is urgent, please call or email the office directly, to speak to a solicitor or schedule an appointment. Please see our 'Terms of Service' for details of our engagement and data protocols.
Thank you for contacting Crushell & Co. We appear to be having difficulty processing your query. If your matter is urgent, please call or email the office directly, to speak to a solicitor or schedule an appointment.

[H2] About Us
Crushell & Co is a specialist firm advising on the application of the law in the Irish workplace.
We bring deep sectoral knowledge and legal experience in servicing both employer and employee clients.
We provide preemptive solutions to mitigate imminent legal threats, and strategic plans for resolving and managing work specific legal issues.

[H2] Contact Us

Call Us

Email Us

Subscribe

Follow Us

[H2] Find Us
Crushell & Co
1 Arran Square
Dublin D07 PA0D
7 Bell Yard
London WC2A 2JR

[H2] Legal Notice
Please click here for a summary of our legal, regulatory and data policy.
*In contentious business, a solicitor may not calculate fees or other charges as a percentage or proportion of any award or settlement.