ADJUDICATION OFFICER DECISION
Adjudication Reference: ADJ-00053173
Parties:
| Complainant | Respondent |
Parties | Taieb Trabelsi | Pulse Security Management Ltd |
Representatives | John O’Sullivan SIPTU | Eamonn Gibney HR Dept |
Complaint(s):
Act | Complaint Reference No. | Date of Receipt |
Complaint seeking adjudication by the Workplace Relations Commission under Section 8 of the Unfair Dismissals Act, 1977 | CA-00065006-001 | 26/07/2024 |
Date of Adjudication Hearing: 21/10/2025
Workplace Relations Commission Adjudication Officer: Brian Dalton
Procedure:
In accordance with Section 8 of the Unfair Dismissals Acts, 1977 – 2015following the referral of the complaint to me by the Director General, I inquired into the complaint and gave the parties an opportunity to be heard by me and to present to me any evidence relevant to the complaint.
Background:
The Complainant commenced employment soon after his employment ended. The Respondent concedes the claim. The Act provides for the following: 7.—(1) Where an employee is dismissed and the dismissal is an unfair dismissal, the employee shall be entitled to redress consisting of whichever of the following F50[the adjudication officer or the Labour Court], as the case may be, considers appropriate having regard to all the circumstances: (a) re-instatement by the employer of the employee in the position which he held immediately before his dismissal on the terms and conditions on which he was employed immediately before his dismissal together with a term that the re-instatement shall be deemed to have commenced on the day of the dismissal, or (b) re-engagement by the employer of the employee either in the position which he held immediately before his dismissal or in a different position which would be reasonably suitable for him on such terms and conditions as are reasonable having regard to all the circumstances, or (c) (i) if the employee incurred any financial loss attributable to the dismissal, payment to him by the employer of such compensation in respect of the loss (not exceeding in amount 104 weeks remuneration in respect of the employment from which he was dismissed calculated in accordance with regulations under section 17 of this Act) as is just and equitable having regard to all the circumstances, or (ii) if the employee incurred no such financial loss, payment to the employee by the employer of such compensation (if any, but not exceeding in amount 4 weeks remuneration in respect of the employment from which he was dismissed calculated as aforesaid) as is just and equitable having regard to all the circumstances,
His average weekly gross wage was €674 gross. |
Summary of Complainant’s Case:
The Complainant was asked to quantify his loss and stated that no material loss arose from the termination. |
Summary of Respondent’s Case:
The Respondent stated that the average weekly gross wage was €674. |
Findings and Conclusions:
Having regard to all the circumstances of this case I award €674 by 4 weeks = €2696 |
Decision:
Section 8 of the Unfair Dismissals Acts, 1977 – 2015 requires that I make a decision in relation to the unfair dismissal claim consisting of a grant of redress in accordance with section 7 of the 1977 Act.
The Claim is conceded, and I find that the Complainant was unfairly dismissed. The circumstances of the case show that the working relationship has broken down and compensation is the correct redress. Having regard to all the circumstances of this case I award compensation of €674 gross weekly average wage by 4 weeks = €2696 gross for being unfairly dismissed. |
Dated: 28/10/25
Workplace Relations Commission Adjudication Officer: Brian Dalton
Key Words:
Unfair Dismissal |