Work & Age Discrimination
Discrimination on the ‘age ground’ occurs where there is less favourable treatment of one person compared with another person because they are of different ages.
‘Age’ applies to employees over the maximum age at which a person is statutorily obliged to attend school. (The minimum school leaving age is currently 16 years, or the completion of three years of post-primary education, whichever is later).
Am I protected?
You are protected by law if you are:
- a full-time, part-time and temporary employee;
- a public or private sector employee;
- a self-employed contractor or partner in a partnership;
- an office-holder in state or local authorities
- seeking work through employment agencies;
- a trainee doing vocational training;
- a member of a trade organisation, union or a professional body;
- doing paid work experience.
Note: volunteers are not covered.
The law covers many types of situations, such as:
- job advertising and access to employment (e.g. interviews);
- terms and conditions of employment, such as equal pay;
- promotion, dismissal, classification and re-grading of posts;
- retirement;
- collective agreements, for example through a union.
Am I entitled to equal pay?
The Employment Equality Acts provide for equal pay for like work.
Like work is defined as work that is the same, similar or work of equal value.
It is a term of everyone’s contract of employment that there is an entitlement to equal pay. Equal pay claims can be taken on any of the nine specified grounds (Age, Civil Status, Disability, Family Status, Gender, Membership of the Traveller Community, Race, Religion, Sexual Orientation).
What does equal pay mean?
The EEA refer to ‘remuneration’, which is broader than ‘pay’. It is defined in section 2(1) EEA as including ‘any consideration, whether in cash or in kind, which the employee receives, directly or indirectly, from the employer in respect of the employment…’.
The definition is wide and includes, for example, allowances, bonuses and eligibility for same, performance payments, and non-cash benefits such as cars and mobile phones.
What is like work?
Under section 7 (1) EEA 'like work' is work that:
- is performed in the same or similar conditions as another employee, or is interchangeable with the work of another employee, or
- is of equal value to the work performed by another employee.
The equal value provision allows dissimilar jobs to be compared and to be considered 'like work'.
What must I establish to take an equal pay case?
The onus of proof is on the person making the complaint to establish the basic facts. The person must identify a comparator with whom they are performing like work. A comparator is another person employed by the same or an associated employer.
They must also establish the discriminatory ground, and the pay differential. If these elements can be established, the employer must then demonstrate that the difference in pay is on grounds other than a discriminatory ground.
Therefore, no time limit for equal pay claims is provided in the EEA and so the six-year limitation period provided under the Statute of Limitations 1957 in respect of breach of contract is the appropriate time limit.
A claim for equal pay must be made within six years of the disparity (or difference) in pay.
What should I look out for in the hiring process?
Employers have to ensure that hiring requirements and interviews do not discriminate against people, even unintentionally.
Example An employer advertises for a "young and dynamic person".
Example An employer rejects an applicant for being too "senior".
Certain questions asked at interview or during the selection process can also be discriminatory.
Example Asking someone's date of birth during an interview.
Transparency
Employers should be able to show that there was no discrimination at any point of the hiring process. An employer may be discriminating against you if there is a lack of transparency in the process, such as unclear selection criteria.
Good practices include:
- Interview and selection procedures are clear and transparent, and comply with the organisation's policies;
- Interview notes and minutes are retained;
- Members of the interview panel are independent of the employer, have extensive experience and are trained in the requirements of anti-discrimination law;
- A pre-interview meeting is held at which the panel draws up questions relating to key areas;
- Marks are allocated for critical attributes required for the duties of the position based on objective pre-determined criteria;
- People with disabilities are reasonably accommodated to allow them apply for the job. For example, providing suitable technology for an interview.
What about promotions?
All of the criteria in relation to hiring, selection, interview applies equally to internal promotion.
Discrimination will occur when an employer omits to offer an employee access to promotion opportunities in the same manner as other eligible employees.
Céard iad mo chearta má bhristear as mo phost mé?
Employers cannot dismiss you because of your age.
Constructive dismissal happens when an employers feels forced to resign after their employer makes their work-life difficult. If you believe this is discrimination connected your age (as a protected ground) you may be able to make a complaint under equality law.
What rights do I have around retirement?
Employers are allowed to fix different ages for the retirement, whether voluntarily or compulsorily, of employees.
They can also offer a fixed-term contract to a person, or group of persons, over the compulsory retirement age.
To do so, employers must show that these actions are:
- Objectively justified by a legitimate aim, and
- The means of achieving that aim are appropriate and necessary.
Some examples successfully used by employers include:
- Inter-generational fairness (allowing younger workers to progress);
- Creation of a balanced age structure in the workforce; and
- Health and safety.
Example: In one case an employer successfully demonstrated that the retirement age of 65 was objectively justified and pursued a legitimate aim where it sought “to create certainty and business planning and to encourage staff morale by using the available job created by retirement as an internal promotional opportunity”.
Example: In another case an employer failed to demonstrate that their aim was necessary and appropriate. An employee was awarded €24,000 when their employer failed to objectively justify a retirement age of 66. The employer argued that the retirement age was based on 'workforce planning' to provide opportunities for younger employees. However, the Equality Tribunal found against the employer as there had been no effort to replace the employee by another internally.
Guidance and Code of Practice
For further information, you may wish to note that the Irish Human Rights and Equality Commission has published Retirement and Fixed Term Contracts Guidelines for employers and employees to seek to ensure that older workers, who wish to continue in employment, are not discriminated against in Irish workplaces.
The Workplace Relations Commission has also published a Code of Practice on Longer Working. This code sets out best industrial relations practice in managing the engagement between employers and employees.
What about pensions?
Principle of equal pension treatment
The Pensions Acts 1990-2018 prohibit discrimination on any of the nine specified grounds (Age, Civil Status, Disability, Family Status, Gender, Membership of the Traveller Community, Race, Religion, Sexual Orientation) in relation to pay and pensions. For example:
- Membership of a pension’s scheme;
- Access to a pensions scheme;
- Qualifying criteria for benefits given;
- Setting of a normal pension age;
- Setting level of member contributions;
- Setting of employer contributions;
- Exercise of discretion in granting benefits under a scheme;
- Setting of annuity rates;
- The calculation of benefits accruing to a member leaving service;
- The setting of accrual rates;
- The calculation of survivor and dependent members’ benefits;
- The setting of early and later retirements terms; and
- The setting of voluntary contributions.
Example A pension scheme that requires women to show longer service than men in order to access the scheme may be deemed to be direct discrimination.
Example A pension scheme that takes account of breaks in services may be deemed to be indirectly discriminatory on the gender, or family status ground, where it can be shown to place women or parents, at a particular disadvantage when the break in service was due to pregnancy or parental type leave.
Exemptions to the age ground in relation to pension - see the 'What's not covered' section.
Pensions Ombudsman
The Pensions Ombudsman has the powers to investigate and resolve certain complaints under the Pension’s Act. In this regard, the Pensions Acts also require pension scheme providers to have internal adjudication procedures, which should be exhausted before making a complaint to the Pension’s Ombudsman. For more information you can contact the Pension’s Ombudsman.
The Pensions Authority
For further information or if you have a specific question regarding pensions you may wish to contact the Pensions Authority. The Authority regulates occupational pension schemes; trust Retirement Annuity Contract (RAC) and Personal Retirement Savings Accounts (PRSAs). Please note that the Pensions Authority does not deal with State pensions.
What's covered?
The Employment Equality Acts 1998–2015:
- promote equality;
- prohibit discrimination (with some exemptions) across nine specified grounds (Age, Civil Status, Disability, Family Status, Gender, Membership of the Traveller Community, Race, Religion, Sexual Orientation);
- prohibit sexual harassment and harassment across nine grounds;
- prohibit victimisation;
- require reasonable accommodation for people with disabilities in relation to access, participation and training in employment;
- allow positive action measures to ensure full equality in practice across all nine specified grounds.
The Employment Equality Acts also implement the following EU Directives – The Framework Directive, the Gender Recast Directive, and the Race Directive.
How do I know if I’m being unfavourably treated?
Different types of discrimination are prohibited under the Employment Equality Acts. These include:
Direct discrimination
This is defined as the treatment of a person in a less favourable way than another person who is in a comparable situation, because they differ on any of the nine grounds described above.
This is a difference which:
- exists;
- existed but no longer exists;
- may exist in the future; or
- is imputed to the person concerned (this occurs where a person is labelled as differing under the specified grounds even though this is not the case).
Discrimination by association
This occurs when a person who associates with another person is treated less favourably because that other person differs under any of the nine grounds.
Indirect discrimination
This happens where an apparently neutral provision, criterion or practice which appears unproblematic at first sight, puts a person differing under any of the nine grounds at a particular disadvantage, compared with another person.
This provision, criterion or practice will not amount to discrimination where the employer can show:
- that the provision, criterion or practice is objectively justified by a legitimate aim; and
- that the means of achieving that aim are appropriate; and
- that the means of achieving that aim are necessary.
Instructing discrimination
This occurs when someone gives an order or instructs another person who is in some way dependent, such as an employee, to discriminate against another person.
What positive actions can my employer take for equality?
Positive action
In addition to prohibiting discrimination, the Employment Equality Acts also aim to ensure full equality in practice through positive actions (i.e. more favourable treatment to persons who have a characteristic protected under any of the grounds).
In practice, this means that employers can adopt and maintain specific policies and practices to prevent or compensate for disadvantages linked to any of the grounds.
This might include, for example, providing flexible working hours, e-working, or offering work internships and/or training programmes, or other work benefits that attach to any of the nine grounds.
Vicarious liability
Employers are liable for any acts of discrimination by an employee, or third parties (such as service users, contractors and other business contacts) in the course of his or her employment.
However, it is a defence if the employer can prove that he or she took reasonably practicable steps to prevent the discrimination.
What can I do if I am being harassed or sexually harassed?
Harassment and sexual harassment
Sexual harassment and harassment of an employee (including agency workers or trainees) is prohibited in the
workplace or in the course of employment by:
- another employee;
- the employer;
- clients, customers or other business contacts of an employer. These include any other person with
whom the employer might reasonably expect the victim to come into contact and the circumstances
of the harassment as such that the employer ought reasonably to have taken steps to control it.
The Employment Equality Acts prohibit the victim from being treated differently by reason of rejecting or accepting the harassment (or where it could reasonably be anticipated that he or she would be so treated).
What is harassment and sexual harassment?
Harassment is any form of unwanted verbal, nonverbal or physical conduct related to any of the nine grounds.
Sexual harassment is any form of unwanted verbal, nonverbal or physical conduct of a sexual nature.
In both cases, it is conduct which has the purpose or effect of violating a person’s dignity and creating an intimidating, hostile, degrading, humiliating or offensive environment for the person.
In both cases, the unwanted conduct may include acts, requests, spoken words, gestures or the production, display or circulation of written words, emails and text messages, pictures or other material.
Sexual harassment or harassment of an employee by another employee, employer, client, customer or other business contact, is discrimination by the employer.
It is a defence for an employer to prove that the employer took reasonably practicable steps to prevent the person harassing or sexually harassing the victim.
What if my employer retaliates against me for complaining?
Victimisation
It is unlawful for an employer to penalise an employee for making a complaint under either the Employment Equality Acts 1998–2015 or the Equal Status Acts 2000–2018.
Victimisation occurs where the dismissal or other adverse treatment of an employee is a reaction by the employer to:
- a complaint of discrimination made by the employee to the employer;
- any proceedings by a complainant;
- an employee having represented or otherwise supported a complainant;
- the work of an employee having been compared with that of another employee, for any of the purposes of these Acts, or any enactment repealed by these Acts;
- an employee having been witness in any proceedings under these Acts or any such repealed enactment;
- an employee having opposed by lawful means an act which is unlawful under these Acts or any such
repealed enactment; or - an employee having given notice or an intention to take any of the actions mentioned in 1 to 6 above.
What's not covered?
The prohibition on discrimination is subject to a number of general and grounds-based exemptions.
These are the most common exemptions and not an exhaustive list of exemptions provided for under the Employment Equality Acts.
Exemptions to the age ground
The Employment Equality Acts allow for employees to be treated differently on the age ground in several circumstances:
- An employer may set a minimum age up to 18 years when recruiting for a position.
- An employer can set different ages for retirement of employees if the retirement age can be objectively justified by a legitimate aim and the means to achieving that aim are appropriate and necessary.
- An employer may offer a fixed-term contract to a person over the compulsory retirement age if it is objectively justified by a legitimate aim and the means for achieving that aim are appropriate and necessary.
- Occupational benefits (such as illness benefits, or severance pay) can be different for individual employees based on their age. However, this difference in treatment applies only to the age ground. If a term in a collective agreement provides that the length of service would otherwise be regarded as equal, seniority may be determined by reference to relative ages of employees.
- Anything done in compliance with employment law, including the Protection of Young Persons (Employment) Act 1996 and the National Minimum Wages Act 2000 is not discrimination under the Employment Equality Acts.
The age ground and the race ground
Different treatment is allowed by vocational or training bodies in relation to fees and the allocation of places to people who are Irish citizens or EU nationals and those who are not.
Different treatment is allowed by vocational or training bodies in relation to assistance to particular categories of persons by way of sponsorships, scholarships, bursaries but only to the extent that the assistance is reasonably justified having regard to traditional and historical considerations.
Different treatment is allowed by universities or other third level institutions in relation to the allocation of places for mature students.
Exemptions to the age ground in relation to pensions
The Employment Equality Acts 1998-2015 and the Pensions Acts 1990-2011 provide for a number of specific exemptions on certain grounds.
Differing treatment on the Age Ground is permissible in certain circumstances and may not constitute a breach of the principle of equal pension treatment.
Provided there is no discrimination on the Gender Ground, a scheme can treat persons with different ages or lengths of service differently when deciding to fix ages for admission under an occupational benefit scheme or for entitlement to benefits under the scheme, including fixing different ages for employees or groups of categories of employees.
Occupational requirement exemption
The Employment Equality Acts allow for difference in treatment which is based on a characteristic related to one of the nine grounds, if the employer can demonstrate that:
- the characteristic constitutes a genuine and determining occupational requirement; and
- the objective is legitimate; and
- the requirement is proportionate.
Exemptions for specific jobs
Employment in another person’s home for the provision of personal services
There is an exemption in relation to access to such employment. However, this exemption does not extend to other areas such as conditions of employment; etc.
Officers or servants of the State
It is not discrimination under the Employment Equality Acts for civil service employers, including An Garda Síochána, the Defence Forces and the civil service more generally to require employees to fulfil any or all of the following requirements – residence, citizenship and proficiency in the Irish language.
Teachers in primary and post primary schools
The application of any provision in relation to proficiency in the Irish language is allowed.
Exemptions in relation to all types of employment
Capacity and competence
An employer is not required to employ someone who will not undertake the duties or is not fully competent or capable of doing the job. However, a person with a disability is fully competent and capable of undertaking any duties, if the person would be so fully competent and capable on reasonable accommodation being provided by the employer.
Educational, technical or professional qualifications
The Employment Equality Acts allow requirements in relation to the holding of specified educational, technical or professional qualifications which are generally accepted qualifications for the post in question.
Benefits in respect of an employee’s family
The Employment Equality Acts allow employers to provide certain benefits in respect of employee’s families and family events and in relation to the provision of childcare or other care provision.
Case Studies
Age discrimination in joining the Garda Síochána
| Case | The Minister for Justice and Equality and Commissioner of the Garda Síochána v. Workplace Relations Commission |
|---|---|
| Topic | The original case from which these proceedings arose relates to a number of men who sought to join the Garda Síochána between 2005 and 2007, but who were refused entry based on the relevant legislation – the Garda Síochána (Admission and Appointments) Regulations 1988 – which set the upper age limit for entry as a trainee at 35. Following their refusal, the men brought complaints before the Equality Tribunal, predecessor body to the WRC on the basis that the maximum age limit for entry to the Garda Síochána amounted to age discrimination under the Employment Equality Act 1998, which is the national legislation that gives effect to the EU Directive on equal treatment in employment. However, the Minister for Justice, Equality and Law Reform brought a case to the High Court challenging the authority of the Equality Tribunal to consider the complaints lodged by the men or to decide whether the Regulations were valid in law. The High Court ruled that the Equality Tribunal was not entitled to declare that a national law was inconsistent with EU law, this being a power given to the High Court under the Constitution. |
| Outcome | This case was appealed to the Supreme Court. Whilst the Supreme Court found that the WRC did not have power under national law to disregard legislation, it referred a question to the Court of Justice of the European Union (CJEU) specifically to decide whether a body such as the WRC has the authority under EU law to make a binding legal declaration where national and EU laws are inconsistent. The hearing was held before the Grand Chamber of the CJEU in June 2018 in Luxembourg and the Commission represented two of the complainants in the substantive age discrimination cases. The Advocate General’s opinion was delivered in September 2018, and the CJEU delivered its judgment in December 2018. The CJEU found that, on the basis of the principle of primacy of EU law, bodies such as the WRC that are tasked with applying EU law have the power to disapply if need be any national provisions or national case-law that are contrary to EU law. The matter has been referred back to the Supreme Court. In November 2020, the Workplace Relations Commission published its rulings confirming that age restrictions enforced to stop those aged 35 and over from joining the Garda Síochána as trainees are discriminatory. |
| Law | EEA |
| Year | 2018 |
Statutory retirement and age and family status discrimination
| Case | An Employee v. A State Agency |
|---|---|
| Topic | The Commission provided legal representation to an employee before the Workplace Relations Commission in an important age and family status discrimination case against a State agency and a government department. The employee argued that, by not being allowed to continue working beyond 65, she was being discriminated against on grounds of age under section 8 of the EEA. The employee also claimed discrimination on the ground of family status as her application to work beyond the age of 65 was rejected on the basis that she does not have any dependents and, for this reason, she did not fall within the criteria set out in Government Circular 13/1975, which provides guidance on the retention of civil servants beyond the mandatory age limit. |
| Outcome | The case was withdrawn on 19 July 2017 on foot of an agreement that the employee could continue working beyond her contractual and statutory retirement age of 65, with the right to apply for a further extension thereafter. |
| Law | EEA |
| Year | 2017 |
Search database for more case studies
What's next?
Make a complaint to the Workplace Relations Commission
The Workplace Relations Commission (WRC) is the body that hears discrimination complaints under Ireland’s equality laws. The WRC deals with both employment and service/goods related claims. There is no fee to bring a case to the WRC and complaints can be made online.
Learn more about the WRC process
Contact us
We, the Irish Human Rights and Equality Commission, have a statutory role to fight discrimination and provide information on equality and human rights in Ireland. Please note however that we are not a court and we do not decide on discrimination claims.
Learn more about how to contact us
Contact another organisation
You may find that another organisation could better help you with your issue.
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Employment rights / Equal treatment in services
Workplace Relations Commission
Information and Customer Services (ICS), formerly known as Workplace Relations Customer Services, is responsible for the provision of information relating to employment rights, equality and industrial relations matters by means of a telephone call-in service manned by experienced Information OfficersInformation and Customer Services
Workplace Relations Commission
O’Brien Road
Carlow
R93 E920
Phone: 059 9178990 | Lo-call: 1890 80 80 90 * (09.30 - 17.00, Monday to Friday)
Web: https://www.workplacerelations.ie/en/contact_us/contact-details/
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Employment law clinic
Community Law and Mediation Centre and Arthur Cox
The Community Law and Mediation Centre and Arthur Cox staff an employment law clinic at the Citizens Information Centre on O’Connell Street once a month from 9:30 - 1pm.Citizens Information Centre on O’Connell StreetPhone: 01 847 7804 or 061 536 100
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Workplace bullying
Health and Safety Authority
The Employment Equality Acts do not extend to generalised bullying or harassment which is not linked to the discriminatory ground. For further information on bullying or harassment not connected to the nine grounds you should contact the Health and Safety Authority (HSA). The HSA provides information and advice on bullying in the workplace. The HSA makes sure that the system of work is not one where bullying is facilitated or tolerated. Where bullying is identified (through a legitimate complaint) employers should have a proper system to deal with bullying complaints, and act reasonably in implementing that system. The HSA can assess this system and make recommendations, and where required, use powers of enforcement to ensure the system is reasonable and the management of bullying does not represent a risk to the employee’s health and/or safety.Workplace Contact Unit
Health and Safety Authority
Metropolitan Building
James Joyce Street, Dublin 1Phone: 1890 289 389
Web: http://www.hsa.ie
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Information on worker's rights
Workers’ Rights Centre
If you are concerned with your treatment in the workplace, the Workers’ Rights Centre (WRC) provides information, advice or representation in relation to a disciplinary process, workplace legislation, bullying, maternity rights or any other individual dispute with your employer.Workers’ Rights Centre
33 Eden Quay, Dublin 1
WRC Contact:
Lo-call: 1890 747 881 -
Labour unions
Join a union
You may wish to note that all workers have the right to join a union if they so choose. The following website may of assistance to you in this regard: https://www.unionconnect.ie/joinaunion/ -
Employment of people with disabilities
Employer Disability Information
The purpose of the Employer Disability Information service is to provide employers with an expert peer source of advice and information on employing staff with disabilities. The service is managed by a consortium of employer organisations - Chambers Ireland, IBEC and ISME and is funded through the NDA, as part of the comprehensive employment strategy for people with disabilities For more information, you may wish to visit the Employer Disability Information website. The website outlines the range of supports, schemes and guidelines available for employers when recruiting or retaining employees who have a disability.Employer Disability Information
17 Kildare Street,
Dublin,
IrelandEmail: info@employerdisabilityinfo.ie
Phone: +353 1 676 2014
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Older people
Age Action Ireland
Age Action supports and advocates for equality and human rights for older people in Ireland.Age Action Ireland
10 Gratton Crescent
Dublin 8
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State pensions
Department of Social Protection
For information on State pensions contact the Department of Social Protection.Department of Social Protection
College Road
Sligo
F91 T384
Phone: LoCall: 1890 500 000
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Complaints about financial services and pensions
Financial Services and Pensions Ombudsman
The Financial Services and Pensions Ombudsman receives complaints about pensions providers and regulated financial services providers, such as businesses that provide banking, savings, insurance, loans or stockbroking services.Financial Services and Pensions Ombudsman
Lincoln House
Lincoln Place
Dublin 2
D02 VH29
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Information on pensions
The Pensions Authority
The Pensions Authority regulates occupational pension schemes; trust RACs and Personal Retirement Savings Accounts (PRSAs). Please note that the Pensions Authority do not deal with the state pensions.Verschoyle House
28-30 Lower Mount Street
Dublin 2
D02 KX27 -
Children's rights
Children's Rights Alliance
Children's Rights Alliance unites over 100 members working together to make Ireland one of the best places in the world to be a child. Children’s Rights Alliance improves the lives of all children and young people by ensuring Ireland’s laws, policies and services comply with the standards set out in the United Nations Convention on the Rights of the Child.Children’s Rights Alliance
7 Red Cow Lane
Smithfield
Dublin 7
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Rights and welfare of children
Ombudsman for Children’s Office
The Ombudsman for Children may investigate a complaint made by a child, a family member, or a professional, who has dealings with the child. The bodies that may be investigated by the Ombudsman for Children include Government Departments, the HSE, schools, and public hospitals.Ombudsman for Children’s Office
Millennium House
52-56 Great Strand Street
Dublin 1 -
Garda vetting
National Vetting Bureau
The National Vetting Bureau is the single point of contact in An Garda Síochána to conduct Garda Vetting. Its primary objective is to provide an accurate and responsible vetting service which enhances the protection of children and vulnerable persons through enabling safer recruitment decisions. Garda Vetting is conducted in respect of any person who is carrying out work or activity, a necessary and regular part of which consists mainly of the person having access to, or contact with, children or vulnerable persons. It is a service designed to enhance the protection of children and vulnerable persons.National Vetting Bureau,
Racecourse Road,
Thurles,
Co. Tipperary.
E41 RD60 -
Spent convictions
Irish Penal Reform Trust
If you would like further information on current protections, you can read further information here or you can contact the Irish Penal Reform Trust directly at:Irish Penal Reform Trust
MACRO,
1 Green Street,
Dublin 7, Ireland
Email: info@iprt.ie
Phone: +353 1 874 1400
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Protected Disclosure
Transparency International (TI) Irelands ‘Speak Up’ helpline
This is a matter that appears to fall more appropriately within the remit of Transparency International (TI) Irelands ‘Speak Up’ helpline and you may wish to contact that organisation for further advice and assistance. The ‘Speak Up’ helpline was launched by TI Ireland in May 2011. The helpline offers information, referral advice and advocacy support to people looking to report wrongdoing, or to witnesses and victims of corruption or other wrongdoing. If you would like further guidance on blowing the whistle, reporting wrongdoing or dealing with an ethical dilemma at work, you may wish to contact the ‘Speak Up’ helpline. At the following link, you can also download a guide for making Protected Disclosures: Speak Up Safely Guide Workers who wish to report wrongdoing (commonly known as whistleblowing) may be offered an appointment with the Transparency Legal Advice Centre (TLAC). Transparency Legal Advice Centre “TLAC” is Ireland's only independent law centre specialising in providing legal advice to anyone who wishes to disclose wrongdoing, particularly under the Protected Disclosures Act 2014.Online form: Encrypted email using the secure webform.
Hush mail: https://forms.hush.com/speakuphelpline
Phone: 1800 844 866
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Personal injury compensation
Personal Injuries Assessment Board
The Personal Injuries Assessment Board (PIAB) is Ireland’s independent state body which assesses personal injury compensation. The Personal Injuries Assessment Board aim is to facilitate a fair and transparent personal injuries assessment process in which claims are resolved at a low delivery cost and in a timely and non-adversarial manner and to engage with all parties and stakeholders in the claims resolution process in a straight-forward and efficient way.Personal Injuries Assessment Board
PO Box 8
Clonakilty
C. Cork P85 YH98
Fax: 1890 829 122Email: enquiries@injuriesboard.ie
Phone: 1890 829 121
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Legal advice
Free Legal Advice Centres
The Free Legal Advice Centre (FLAC) provide confidential, basic legal advice for free and in person across all areas of law. FLAC offers a network of advice clinics around Ireland and you may be able to identify the most suitable one at the following link: Legal Advice Clinic.Free Legal Advice Centres,
13 Lower Dorset Street,
Dublin 1,
Ireland
Phone: Lo-Call: 1890 350 250
Web: https://www.flac.ie/
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Legal aid
The Legal Aid Board
The Legal Aid Board is the statutory, independent body responsible for the provision of civil legal aid and advice to persons of modest means. Legal advice is any oral or written advice given by a solicitor or barrister, including writing letters and negotiations. Legal aid is representation by a solicitor or barrister in court proceedings. The Legal Aid Board has a number of centers across the country, and the best way to find the one most convenient to you is to contact the Legal Aid Board directly. -
Citizen's Information Centres
Citizen's Information
Citizens Information Centres (CICs) provide free, impartial information, advice and advocacy from more than 215 locations around the country.Find a Citizens Information Centre
https://centres.citizensinformation.ie/Phone: 0761 07 4000
Browse the database of organisations working on human rights and equality issues in Ireland.