LCR23242

PARTIES:

DIVISION:

SUBJECT:

Referral under Section 20(1) Industrial Relations Act 1969

BACKGROUND:

The Worker referred this case to the Labour Court on 10th August 2025 in accordance with Section 20 (1) of the Industrial Relations Act, 1969 and agreed to be bound by the Court’s Recommendation.

A Labour Court hearing took place on 24th March 2026.

RECOMMENDATION:

 Background

This matter came before Court under section 20(1) of the Industrial Relations Act 1969 (‘the 1969 Act’). The Worker had been employed as an Operations Team Leader by Telus International Ireland Limited (‘the Company’) up until her resignation took effect on 24 July 2025. She had worked for the Company for almost nine years at that time. There was no appearance on behalf of the Company at the within hearing although a letter was sent on its behalf advising that it did not accept that there was a trade dispute in being between it and the Worker.

The Worker experienced difficulties in her workplace with a colleague that impacted on her well-being. She told the Court that her colleague had, for example, frequently altered her (the Worker’s) work schedule without her knowledge or consent and placed her on late shifts without prior notice. She also said that the colleague had frequently undermined her contributions and questioned her in an intimidating manner. The Worker referred the matter to Human Resources in March 2025 and was advised to engage in mediation which she agreed to do. However, the Company does not appear to have taken active steps to progress this until early May 2025 after the Worker had referred a dispute under section 13 of the 1969 Act to the Workplace Relations Commission.

A mediation session was then scheduled for 9 May 2025 but the Worker did not attend as she had already decided to resign from her employment with the Company having successfully identified potential alternative employment. She submitted her resignation on 11 July 2025 and commenced in alternative employment immediately after her resignation from the Company had taken effect. She suffered no financial loss as a result and is on a slightly higher rate of pay with her new employer.

The Company declined to participate in an investigation under section 13 and the Worker referred the within dispute to the Court on 10 August 2025.

Discussion and Recommendation

The Court is satisfied that the facts underlying the within referral constitute a trade dispute for the purposes of the Industrial Relations Acts.

The Court notes that the Worker had a relatively long tenure with the Company prior to her resignation in mid-2025. The Court has had sight of a number of the Worker’s annual appraisals which clearly depict the Worker as diligent, competent and well-regarded by her former employer.

The Court, having carefully considered the Worker’s account of the events that ultimately led to her resignation does not find that a recommendation of compensation is merited.

The Court so recommends.

	Signed on behalf of the Labour Court
	ALAN HAUGH
CC	______________________
8th April 2026	Deputy Chairman

NOTE

Enquiries concerning this Decision should be addressed to Ms Ceola Cronin, Court Secretary.