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.
The effects of COVID-19 have brought the obligation to provide reasonable accommodation into sharp focus this past year. While remote working has been a welcome change for many, this has not been without challenge. Employers have had to consider how to accommodate disabled employees who are working remotely, while also complying with the obligation to provide a safe place of work. Mental health issues have also emerged as one of the consequences of the pandemic and many of these complaints will fall within the definition of disability under the Employment Equality Acts 1998-2015 (the “Acts”).
This article will consider two recent decisions by the Labour Court on the duty to provide reasonable accommodation. While the Labour Court arrived at
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