Zalewski v The Workplace Relations Commission [2020]
Published on: 12/05/2020
Issues Covered:
Article Authors The main content of this article was provided by the following authors.
Bláthnaid Evans Partner, Philip Lee LLP
Bláthnaid Evans Partner, Philip Lee LLP
Blathnaid Evans 2026

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.

On 21 April 2020, Justice Simons of the High Court delivered his judgment to dismiss a constitutional challenge to the validity of the Workplace Relations Act 2015 (the “2015 Act”) and, in particular, the jurisdiction of Workplace Relations Commission (the “WRC”) and the Labour Court to adjudicate on employment disputes. Given the potential grave and significant consequences that an alternative ruling may have had on the rights of individuals to seek legal resolution, this decision has come as a welcome relief for many employers and employees alike.

Background ⚓︎

The Applicant commenced a claim in the WRC against his previous employer for (i) unfair dismissal pursuant to the Unfair Dismissals Act 1977 (the “UD Act”) and (ii) payment in

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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 12/05/2020
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