School Worker Wins Redundancy Case
A former employee of Ireland’s sole full-time Irish-language boarding school has been awarded nearly €12,000 after the school eliminated its boarding program. **Antóin Ó Dúllaing** successfully pursued claims for employment rights violations.
Workplace Ruling
The Workplace Relations Commission (WRC) ruled in favor of **Ó Dúllaing** in his case against Gaelachas Teo, the organization overseeing Choláiste an Phiarsaigh and Scoil na nÓg in Glanmire, Cork City. The school ceased offering boarding in May 2024.
According to the U.S. Bureau of Labor Statistics, nearly 25% of workers have been with their current employer for less than one year as of January 2022, illustrating the importance of employment protections.
Details of the Complaint
**Ó Dúllaing**, a boarding supervisor, stated he worked Sunday, Monday, and Tuesday nights. He claimed he received no notice or redundancy despite nine years of service when the boarding program ended. His claim also included about €21,000 in unpaid wages.
Further complaints addressed holiday pay, annual leave, and other alleged breaches under the Organisation of Working Time Act. While a representative attended an initial hearing in January, no one appeared for Gaelachas Teo in April.
School’s Defense
Adjudicator **Gaye Cunningham** noted that the second hearing allowed the board more preparation time. Gaelachas claimed its records indicated **Ó Dúllaing** lacked the required 104 weeks of continuous service for redundancy eligibility.
The organization stated that one person managed Gaelachas until falling ill in May 2024. They added all supervisors were informed about the decision to suspend boarding and no prior pay issues were raised.
WRC Decision
**Ms. Cunningham** stated that **Ó Dúllaing** was entitled to redundancy based on nearly nine years of service, from June 2015 to May 2024. The order amounts to over €5,000, pending PRSI status verification.
**Ó Dúllaing’s** complaints regarding unpaid annual leave and public holidays under the Organisation of Working Time Act 1997 were upheld. He received €2,000 compensation for these violations, plus €270 for the unpaid leave’s economic value in each case, totaling €4,540.
The employer must also pay **Ó Dúllaing** €1,080 (four weeks’ wages) for failing to provide employment terms at the job’s start, and for lack of the required four weeks’ notice.
**Ms. Cunningham** dismissed **Ó Dúllaing’s** National Minimum Wage Act claim because he didn’t request a statement of hours from his employer before filing the complaint.
