An Employee v A Logistics Company Posted In: Case Law
Legal BodyEquality Tribunal
Type of Claim / JurisdictionUnfair Dismissal, Discrimination and Equality, Pay and Conditions of Employment
The employee was subject to a TUPE transfer. The new employer introduced a new sick pay scheme, where up to 4 uncertified sick days in any year would be paid. Prior to the introduction of this policy to company had paid staff who were out sick. The complainant had been diagnosed with depression. The complainant had been off sick some 26 days and was given a final warning.
The complainant later went on indefinite sick leave and he was offered one month's notice and an additional two months' compensation. He argued that the respondent should have shown some reasonable accommodation due to his
Already a subscriber?
Click here to login and access the full article.Log in now to read the full article
Don't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Irish Employment Law Hub? We help thousands of people like you understand how the latest changes in Irish employment law impact your business through a mix of case law analysis and in-depth articles. All delivered right to your inbox.
We help you to understand the ramifications of each important case from Ireland and Europe.
We help you ensure that your organisation's policies and procedures are fully compliant with Irish law.
You will receive regular updates on Irish employment law including case law reviews, legislative changes, topical updates as well as answers to your burning questions through our Q&A feature.
You will have 24/7 access to the Employment Law Hub so you can research case law and HR issues when you need to.
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.