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.
In a previous article available here we discussed the judgement given by the High Court in Doolin v. The Data Protection Commissioner [2020] IECH90.
The High Court’s decision was appealed to the Court of Appeal by the DPC. The Court of Appeal in its decision held that the use of CCTV footage in the disciplinary process was unlawful, as the employer’s CCTV policy confirmed that CCTV footage was only collected and processed for the specific purpose of security. As such, the employee could not have reasonably expected that the footage would be used to monitor his performance.
It was held that this difference in purpose was in contravention of the Data Protection Act, 1988 – 2003 (the “Act”), which
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