Bruno Seigle-Murandi v Roche Products (Ireland) Limited [2023] (Unfair Dismissal)
Decision Number: ADJ-00039212 Legal Body: Workplace Relations Commission
Published on: 28/11/2023
Issues Covered:
Article Authors The main content of this article was provided by the following authors.
Paul D Maier BL Barrister
Paul D Maier BL Barrister
Paul maier

Paul D Maier is a barrister specialising in the law of work, labour, and employment. Based in Dublin, Ireland, he is a member of the Law Library, having been called to the Bar in 2022.

Paul represents both employers and employees at all levels of the Courts, as well as before the Labour Court and the Workplace Relations Commission. He is a qualified arbitrator and is frequently commissioned to lead independent investigations and disciplinary procedures for organisations. Additionally, he is regularly engaged to provide legal advice and opinions on employment law and related matters.

Paul serves as the Editor of the Irish Employment Law Journal and Employment Law Report, and he is the Treasurer of the Employment Bar Association.

Background

Background:

The Complainant had been employed by the Respondent, a pharmaceutical manufacturer, since August 2018 as the Respondent’s Pharmacovigilance Manager. This meant the Complainant’s role was to advise the Respondent in the detection, assessment, understanding and prevention of adverse events in the medicines they produced.

The Complainant uncovered a marketing communication issued by the Respondent which was drafted in a way which had the potential to confuse and mislead client pharmacies into believing they were reading patent information materials. This marketing information was formatted and written as though they were patent information material, but excluded some language about patient risk which would have been otherwise required by law. The Complainant raised this to the Respondent, ultimately causing the Respondent

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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 28/11/2023
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