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Ireland
Supreme Court provides Clarity in Reasonable Accommodation Requirement
Published on: 30/08/2019
Issues Covered:
Discrimination
Article Authors The main content of this article was provided by the following authors.
Deirdre Malone Partner & Head of Employment Law, EY Law
Deirdre Malone Partner & Head of Employment Law, EY Law
Deirdre malone

Deirdre leads EY Law Ireland’s employment law team, advising clients on day-to-day employment law queries arising at every stage of the employment relationship. She also advises on strategic workforce planning, workforce restructuring and HR transactions providing straightforward, practical solutions to her clients.


Deirdre is a longstanding member of the Law Society of Ireland’s Employment and Equality Committee. In January 2025, she was appointed to the Employment Law Review Group (ELRG) by the Minister for Enterprise, Tourism and Employment to support with the ELRG’s function to monitor, review and advise on all aspects of employment and redundancy law in Ireland, with a specific focus on promoting good workplace relations and simplifying the operation of employment and redundancy law.


Combining employment law expertise with a commercial and solution-driven focus, Deirdre is highly regarded by clients. She is ranked by Chambers and Partners (Europe Edition) and Legal 500 for her work in employment law. 

This article concerns the Supreme Court’s decision in the matter of Nano Nagle School –v- Marie Daly in relation to reasonable accommodation of a disability.  The Supreme Court has remitted the case to the Labour Court to review the evidence originally before it properly, to determine whether discrimination occurred and, if upheld, to provide a reasoned basis for any award of compensation that may be given.

Are we there yet? ⚓︎

The short answer is no. A cast of thousands has reviewed the Nano Nagle School –v- Marie Daly case at this stage, but we are no closer to resolution of this litigation.  The Supreme Court has now remitted the case to the Labour Court to consider two points

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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 30/08/2019
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