Dunne v The Board of Management of Little Angels Special School [2023]
Decision Number: [2023] IEHC 312 Legal Body: High Court of Ireland
Published on: 15/04/2025
Article Authors The main content of this article was provided by the following authors.
Duncan Inverarity Employment Mediator (CEDR Accredited) and Investigator
Duncan Inverarity Employment Mediator (CEDR Accredited) and Investigator
Duncan inverarity 100x100

Duncan Inverarity is a former a partner and Head of A&L Goodbody's Employment Law group and practiced exclusively in the area of employment law and industrial relations in multiple jurisdictions. Duncan advised public and private sector employers on both contentious and non-contentious matters. He advised Board rooms across Ireland and abroad on strategic and complex employment and industrial relations matters. Duncan also specialised in crisis management for clients and advised on some of the most high profile corporate issues in Ireland. Duncan regularly appeared for clients in the Workplace Relations Commission, the Circuit Court, the High Court, the Court of Appeal and the Supreme Court. Duncan also acted for partnerships in mediated settlements and in proceedings in the High Court.

Duncan now works as an Employment Mediator (CEDR Accredited)  and Investigator. 

Background

The plaintiff was the principal of a school providing education for students with learning disabilities. A number of allegations were made against the plaintiff with regard to her performance.

As a school governed and funded by the Department of Education, disciplinary proceedings applicable to the suspension and dismissal of teachers and principals are governed by the Department of Education Circular 49/2018. The Chairperson of the Board of Management engaged in this process and started it at “Stage 4” which was reserved for gross misconduct.

The plaintiff objected to the commencement of the process and alleged that the chairperson had prejudged the matter to an extent that would make any further process irredeemably unfair. The plaintiff also alleged that 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 15/04/2025
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