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.
Decision Number: EDA1710 ADE/16/74
Legal Body: Labour Court
Type of Claim / Jurisdiction: Employment Equality Acts, Age Discrimination, Compulsory Retirement
This month’s article from the Labour Court Case Law Review Panel was written by Barry Walsh, Partner, McDowell Purcell. It concerns an age discrimination claim brought by an employee (“the Claimant”) engaged as a bar tender against his employer, Connaught Airport Development Limited t/a Ireland West Airport Knock (“the Company”) and his compulsory retirement by reason of age.
Compulsory Retirement Claims ⚓︎
Litigation by employees over compulsory retirement has become a reasonably significant issue for Irish employers over the last 10 years or so.
While not initially viewed by employers as an obvious source of litigation when the Employment Equality
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