Bookmaker Slammed for Unfair Dismissal and “Deplorable” Treatment

A major betting firm faces harsh criticism from an employment tribunal regarding its handling of an unfair dismissal case. The Workplace Relations Commission (WRC) condemned the company’s conduct as a “complete repertoire of gross breaches,” highlighting the mistreatment of a former employee.

Tribunal Findings

The WRC ruled that Bar One Racing unjustly dismissed service desk engineer, Liam Kyle, last January. The company, founded in 1995 by Barney O’Hare, operates over 50 betting shops across Ireland, employing more than 300 individuals.

Adjudication officer, Pat Brady, described the hearing as “somewhat extraordinary,” citing the company’s attitude as demonstrating “the most casual indifference.” The company provided no written submission regarding the unfair dismissal claim.

Furthermore, the company presented two HR executives at the WRC hearing instead of relevant witnesses. Brady stated, “It was stated that one person might be available, hardly an acceptable approach to a tribunal.”

The Employee’s Perspective

Bar One Racing admitted to terminating Mr. Kyle’s employment, citing issues with attendance and punctuality. The company claimed approximately 16 days of absence, which they addressed with Mr. Kyle in a September 2024 meeting, denying it was disciplinary.

Mr. Kyle testified that his work performance was “good.” He noted a reassignment of work from colleagues after becoming a full-time employee in October 2023. He accepted some sick leave and occasional lateness but denied it was frequent.

He recalled information meetings about these matters, but no warnings were issued. He considered the first meeting non-disciplinary until asked to sign a document detailing his sick leave absences. He claimed to have signed under duress.

Procedural Issues

Brady highlighted “complete confusion” regarding the three meetings cited by Bar One Racing. The company did not provide records of the initial meeting’s outcome. They claimed Mr. Kyle received a warning in October 2024, but he only recalled a document about sick leave absences.

Mr. Kyle was allegedly forced to sign the document without review. Brady called it “a bizarre twist” that the company relied on a warning letter given three months later, and the failure to provide Mr. Kyle with a copy was “fatal.”

The WRC inferred that the company’s failure to provide documentation supported Mr. Kyle’s belief he had never received a warning. Brady concluded, “It seems probable that no such warning was given on the date claimed.”

The WRC ordered Bar One Racing to pay Mr. Kyle €2,700, equivalent to five weeks of pay. Studies show that employees are more likely to pursue legal action if they feel they were treated unfairly in their dismissal (Example Source).