Please explain what is meant by “not directed to pay costs” in a Labour Court decision. Do the courts have jurisdiction to award costs against parties in employment cases? How does it work?

Posted in : First Tuesday Q&A ROI on 5 January 2011 Issues covered:

Depending on the exact piece of employment legislation, the Labour Court, Rights Commissioner, Employment Appeals Tribunal or Equality Tribunal has a very limited power to award costs (generally only where the claim is brought in a frivolous or vexatious manner) and this is rarely seen in practice.

Even where costs are awarded they are generally confined to reasonable travelling or other expenses associated with the hearing rather than legal costs or other costs for representation at a hearing. Each party is responsible for bearing their own costs unless the matter is brought before a civil court which has the power to award costs. Most employment related matters are brought before a

Already a subscriber?

Click here to login and access the full article.

Don't miss out, register 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.

Already a subscriber, now or Register

Back to Q&A's This article is correct at 03/09/2015

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.