Latest news with #Condell
Dublin Live
5 days ago
- Business
- Dublin Live
Dublin restaurant worker awarded €17k after being made redundant while pregnant
Our community members are treated to special offers, promotions and adverts from us and our partners. You can check out at any time. More info A well-known hospitality group on Dublin's northside has been ordered to pay €17,000 to a former assistant manager of one of its restaurants who was made redundant shortly after notifying her manager she was pregnant. The Workplace Relations Commission ruled that McHugh's Restaurants had discriminated against Karen Condell on grounds of gender over her dismissal from her role as assistant manager at McHugh's restaurant in Portmarnock. The WRC found that it had breached the Employment Equality acts 1998-2015 in its handling of the dismissal. The company, which also operates McHugh's restaurant in Raheny and Blackbanks bar and grill in Kilbarrack, is part of a group which also operates a number of off-licences and Centra stores. Ms Condell claimed the redundancy cited as the reason for her dismissal was not genuine. She told the WRC that she informed her employer in June 2024 that she was pregnant. Ms Condell said she was subsequently informed by the group's hospitality manager, Paul Foley, at the end of July 2024 that the restaurant in Portmarnock would be closing but she was reassured that redeployment options would be explored. She gave evidence that no alternative role was found for her over the period she worked out her notice. The company said a decision was taken to close the Portmarnock restaurant on July 30, 2024. Mr Foley gave evidence that attempts were made to find alternative employment for affected staff. He stated employees with over a year of service were subsequently offered roles elsewhere within the group but only one staff member with less than 12 months' service – a chef – was redeployed due to a specific vacancy matching their role. Mr Foley said he had noted that "all our hospitality businesses are worryingly slow" when asked by Ms Condell in August 2024 about another role. He told her on August 27, 2024 that no alternative jobs had been found. Mr Foley said he mentioned that there might be a role in a deli although he had no authority over the group's grocery division, although he thought it might not be suitable given she was pregnant. WRC adjudication officer, Breiffni O'Neill, said he was satisfied that there was prima facie evidence that Ms Condell was discriminated against as the restaurant's owner had failed to source an alternative role for her following the closure of the outlet in Portmarnock. Mr O'Neill contrasted her situation with many of her colleagues from the Portmarnock restaurant who were not pregnant and who were given jobs elsewhere within the group. He highlighted how the company had held no discussions with Ms Condell prior to notifying her she was being made redundant on July 30, 2024. Mr O'Neill said she was also not provided with any opportunity to engage in what would have been a very belated consultation process about her redundancy in advance of her termination date. He specifically pointed to how she had not been asked for any input or questioned about her transferable skills, qualifications or previous experience. The WRC official noted that Mr Foley was unable to say if any other roles had become available within the group during her notice period which had not been offered to other staff from the Portmarnock restaurant. "The respondent did not take sufficient and effective measures to avoid dismissing the complainant on the grounds of redundancy," said Mr O'Neill. Ordering McHugh's Restaurants to pay Ms Condell compensation of €17,000 – the equivalent of 26 weeks' pay – for the negative effects of her discriminatory dismissal, Mr O'Neill said the sanction should be "effective, dissuasive and proportionate." While a higher award might well be justified in the case, he said it took into account Ms Condell's relatively short period of employment and the relatively small nature of the respondent's business. Join our Dublin Live breaking news service on WhatsApp. Click this link to receive your daily dose of Dublin Live content. We also treat our community members to special offers, promotions, and adverts from us and our partners. If you don't like our community, you can check out any time you like. If you're curious, you can read our Privacy Notice. For all the latest news from Dublin and surrounding areas visit our homepage.
Irish Daily Mirror
5 days ago
- Business
- Irish Daily Mirror
Restaurant employee awarded €17k after being made redundant during pregnancy
A well-known hospitality group on Dublin's northside has been ordered to pay €17,000 to a former assistant manager of one of its restaurants who was made redundant shortly after notifying her manager she was pregnant. The Workplace Relations Commission ruled that McHugh's Restaurants had discriminated against Karen Condell on grounds of gender over her dismissal from her role as assistant manager at McHugh's restaurant in Portmarnock. The WRC found that it had breached the Employment Equality acts 1998-2015 in its handling of the dismissal. The company, which also operates McHugh's restaurant in Raheny and Blackbanks bar and grill in Kilbarrack, is part of a group which also operates a number of off-licences and Centra stores. Ms Condell claimed the redundancy cited as the reason for her dismissal was not genuine. She told the WRC that she informed her employer in June 2024 that she was pregnant. Ms Condell said she was subsequently informed by the group's hospitality manager, Paul Foley, at the end of July 2024 that the restaurant in Portmarnock would be closing but she was reassured that redeployment options would be explored. She gave evidence that no alternative role was found for her over the period she worked out her notice. The company said a decision was taken to close the Portmarnock restaurant on July 30, 2024. Mr Foley gave evidence that attempts were made to find alternative employment for affected staff. He stated employees with over a year of service were subsequently offered roles elsewhere within the group but only one staff member with less than 12 months' service – a chef – was redeployed due to a specific vacancy matching their role. Mr Foley said he had noted that "all our hospitality businesses are worryingly slow" when asked by Mr Condell in August 2024 about another role. He told her on August 27, 2024 that no alternative jobs had been found. Mr Foley said he mentioned that there might be a role in a deli although he had no authority over the group's grocery division, although he thought it might not be suitable given she was pregnant. WRC adjudication officer, Breiffni O'Neill, said he was satisfied that there was prima facie evidence that Ms Condell was discriminated against as the restaurant's owner had failed to source an alternative role for her following the closure of the outlet in Portmarnock. Mr O'Neill contrasted her situation with many of her colleagues from the Portmarnock restaurant who were not pregnant and who were given jobs elsewhere within the group. He highlighted how the company had held no discussions with Ms Condell prior to notifying her she was being made redundant on July 30, 2024. Mr O'Neill said she was also not provided with any opportunity to engage in what would have been a very belated consultation process about her redundancy in advance of her termination date. He specifically pointed to how she had not been asked for any input or questioned about her transferable skills, qualifications or previous experience. The WRC official noted that Mr Foley was unable to say if any other roles had become available within the group during her notice period which had not been offered to other staff from the Portmarnock restaurant. "The respondent did not take sufficient and effective measures to avoid dismissing the complainant on the grounds of redundancy," said Mr O'Neill. Ordering McHugh's Restaurants to pay Ms Condell compensation of €17,000 – the equivalent of 26 weeks' pay – for the negative effects of her discriminatory dismissal, Mr O'Neill said the sanction should be "effective, dissuasive and proportionate." While a higher award might well be justified in the case, he said it took into account Ms Condell's relatively short period of employment and the relatively small nature of the respondent's business.
