Barry is Head of Fieldfisher LLP (Ireland)s’ Employment Department. He has considerable employment law experience, having previously served as a partner with a large Dublin law firm for a number of years. He has advised a wide range of Irish and multinational corporate and institutional clients, partnerships and senior executives on all aspects of Irish employment law from recruitment to retirement including contentious, advisory and transactional work.
Barry is experienced in acting for clients with respect to contractual and termination issues with senior executives. In addition to advising on employment law, he has also advised on industrial relations issues arising from mergers and acquisitions, outsourcing and redundancy situations. He has significant litigation experience and has directly represented clients before the European Court of Justice, the Irish civil courts and all specialist Irish employment tribunals.
Barry is regularly recommended in established legal publications and directories, including Legal 500 and Chambers Europe.
He has lectured and presented widely on employment law issues with such bodies as the Law Society of Ireland, International Bar Association, Employment Law Alliance, Legal Island and CIPD and has published various articles on HR law issues in the general media and specialist publications. He is a member of the Law Society’s Employment & Equality Law Committee.
This month’s article from the Labour Court Case Law Review Panel was written by Barry Walsh, Partner, McDowell Purcell and his colleague Julie Austin. It concerns a claim to the Workplace Relations Commission by 61 former employees of Clerys department store in Dublin over their employer’s failure to consult with their staff representatives over potential redundancies in relation to the store’s closure.
The award of nearly €120,000 in this case was made in respect of a breach by the employer of the Protection of Employment Act 1977 to 2014 as amended (the “1977 Act”) which provides that an employer has a duty to consult staff representatives and provide them with certain information in collective redundancy situations before any decision on
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