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Wrongful Termination Grievance Letter

Wrongful Termination Grievance Letter Template for Ireland

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Key Requirements PROMPT example:

Wrongful Termination Grievance Letter

"I need a Wrongful Termination Grievance Letter addressing my dismissal from a tech company after 5 years of service, where I was terminated without proper notice or disciplinary procedure on March 15, 2025, allegedly for poor performance despite having consistently positive reviews."

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Document background
The Wrongful Termination Grievance Letter is a critical document in Irish employment dispute resolution. It is typically used when an employee believes their dismissal was unfair, discriminatory, or in breach of employment law. The letter should be submitted promptly following termination, usually as part of the employer's grievance procedure or before initiating proceedings with the Workplace Relations Commission. The document must clearly state the grounds for the grievance under relevant Irish legislation such as the Unfair Dismissals Acts 1977-2015, detail the circumstances of the termination, and specify the desired remedy. It serves as a formal record of the complaint and often forms the foundation for any subsequent legal proceedings.
Suggested Sections

1. Sender's Details and Date: Full contact information of the sender and current date

2. Recipient's Details: Full name, title, and address of the recipient (HR Director/Manager or relevant authority)

3. Subject Line: Clear indication that this is a formal grievance regarding wrongful termination

4. Employment Details: Brief overview of position held, duration of employment, and employment history

5. Termination Details: Specific details about when and how the termination occurred

6. Legal Grounds: Citation of relevant legislation and explanation of why the termination was wrongful

7. Impact Statement: Description of personal and professional impact of the termination

8. Remedy Request: Clear statement of the desired outcome (reinstatement, compensation, etc.)

9. Closing Statement: Professional closing including expected timeframe for response and next steps

Optional Sections

1. Discrimination Claims: Include if the termination involved any form of discrimination under the Employment Equality Acts

2. Protected Disclosure Details: Include if the termination was related to whistleblowing or protected disclosures

3. Previous Correspondence: Include if there have been prior communications about the issue

4. Witness Information: Include if there are witnesses to support the claims made

5. Union Representative Details: Include if a union is involved in the grievance

6. Medical Information: Include if the termination was related to health issues or disability

Suggested Schedules

1. Employment Contract: Copy of the original employment contract and any amendments

2. Termination Letter: Copy of the formal termination notice received

3. Performance Reviews: Copies of relevant performance evaluations or feedback

4. Correspondence Log: Chronological record of relevant emails, letters, and communications

5. Supporting Evidence: Any documentation supporting the claim of wrongful termination

6. Medical Certificates: Any relevant medical documentation if health-related

7. Witness Statements: Written statements from witnesses if applicable

Authors

Alex Denne

Head of Growth (Open Source Law) @ ºÚÁÏÊÓƵ | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

alex.den.21@genieai.co
Relevant legal definitions

























Clauses























Relevant Industries

Technology

Financial Services

Healthcare

Manufacturing

Retail

Education

Professional Services

Construction

Hospitality

Public Sector

Non-Profit

Transportation

Media and Entertainment

Telecommunications

Energy and Utilities

Relevant Teams

Human Resources

Legal

Compliance

Industrial Relations

Employee Relations

Senior Management

Administration

Corporate Affairs

Risk Management

Relevant Roles

Human Resources Manager

Employment Law Solicitor

Industrial Relations Officer

HR Business Partner

Employee Relations Specialist

HR Director

Compliance Officer

Legal Counsel

Union Representative

HR Administrator

Personnel Manager

Benefits Coordinator

HR Consultant

Labor Relations Manager

Workplace Relations Officer

Industries







Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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