Jennifer Cashman has more than 20 years’ specialist experience advising a wide range of employers across a number of sectors. Recognised as a Leading Individual in Irish Employment Law in the 2023 edition of The Legal 500 Europe and is also recommended as a Leading Lawyer (Band 1) in Chambers Europe. Recognised thought-leader on various employment law and HR issues, in particular retirement ages and age discrimination. Clients praise Jennifer for her “practical, business-focused advice” and say “she gives "straight answers to straight questions… clearly very experienced and her delivery is fantastic - always clear and to the point."
Leah is a Solicitor, practising as part of the firm’s Employment team. Having trained with RDJ, she has gained experience across the firm’s main practice areas including litigation & dispute resolution and corporate & commercial before specialising in employment law. Leah has already demonstrated a strong commitment to advocating for employers and navigating the complexities of the employment law landscape with insight.
Leah advises employers across various sectors, on both contentious and non-contentious aspects of employment law. Leah regularly reviews contracts of employment, company handbooks, policies and procedures and tailors them to meet the specific needs of RDJ clients. Leah has experience in the defence of claims before the Workplace Relations Commission, the Labour Court and the Courts. Leah is a contributor to Legal Island and regularly publishes RDJ Insights on employment law issues.
"Our organisation is considering a re-structuring exercise which may involve the redundancy of certain roles. We understand there is a lot to consider before we embark on any such process. How do I handle it?"
The law relating to redundancy is an area that comes up almost on a daily basis for our RDJ Employment Team. Whether a business is re-structuring, re-sizing or reducing their workforce, the potential redundancy of certain roles will have to be considered. Navigating this area of the law can be tricky for employers and redundancies not effected in line with the legislation can be costly, both in financial and reputational terms. Employees can challenge both the redundancy decision and also the process used to effect
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