A Cautionary Tale of Unforeseen Consequences - Delaney v Aer Lingus (Ireland) Limited [2021]
Published on: 11/03/2021
Issues Covered:
Article Authors The main content of this article was provided by the following authors.
Bláthnaid Evans Partner, Philip Lee LLP
Bláthnaid Evans Partner, Philip Lee LLP
Blathnaid Evans 2026

Bláthnaid Evans is a partner at Philip Lee LLP. She advises on all contentious and non-contentious employment law issues. She has extensive experience across all areas of employment law, having trained in an employee firm and later worked in a top five law firm.

Her practice includes advising on and preparing employment documentation, from employment contracts and handbooks to outsourcing agreements, employment warranties and indemnities and all other ancillary employment related documentation. She regularly advises on employment aspects of commercial transactions, including TUPE and outsourcing arrangements.

Bláthnaid also advises employers on disputes, including grievances, investigations, disciplinary processes, harassment / sexual harassment and protected disclosures. She also regularly attends before all employment law forums, advising clients in employment related disputes.

She also provides advice on health and safety matters, workplace investigations and employment permit applications.

Co-author: Bláthnaid Evans and Sheila Spokes

“A cautionary tale of unforeseen consequences”:- Lorcan Delaney v Aer Lingus (Ireland) Limited[1]

In a recent High Court judgement, Justice Allen refused an injunction application by a former cabin crew member, Lorcan Delaney (the “Employee”), against his former employer Aer Lingus (Ireland) Limited (the “Employer”). The Employee was dismissed having failed to obtain an Airport Identification Card (“AI Card”) from Dublin Airport Authority (“daa”), as a result of being charged with drug possession.

The Employee claimed a variety of interlocutory injunctions restraining the Employer from taking any steps to effect his dismissal and directing the Employer to pay his salary pending the trial of the

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Disclaimer 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. This article is correct at 11/03/2021
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