Fiona had worked at her Limerick company for over four years, building a solid reputation and earning trust from colleagues. When a new manager arrived, everything changed. Within weeks, the criticism began—harsh, personal, and relentless. Meetings were called to pick apart her work. Emails arrived late at night questioning her abilities. She found herself excluded from team decisions she'd normally lead. Other staff members watched nervously as the pattern continued.
Over eight months, the pressure mounted. Fiona's sleep suffered. She developed anxiety that followed her home. She raised concerns with HR, hoping someone would step in. An investigation was launched, but nothing changed. The manager continued as before. Fiona realised staying wasn't an option for her health—she couldn't return to an environment where she felt targeted and unprotected. She made the difficult decision to resign.
That's when Fiona sought legal advice. Her case was straightforward: she'd been forced to leave a job she valued because the working environment had become intolerable. Her employer had failed to protect her despite knowing about the problem. This is what the law calls constructive dismissal—being pushed out without formal notice.
Fiona's claim moved toward a hearing at the Workplace Relations Commission. As the hearing date approached, her employer recognised the strength of her case and proposed a settlement. Rather than face a public hearing, they agreed to compensation that reflected her suffering, her lost wages, and the unfairness of how she'd been treated. Fiona accepted, and her case closed. She'd stood up for herself and won recognition that she hadn't been the problem.
Irish employment law protects workers from constructive dismissal. If an employer's behaviour—or their failure to stop someone else's behaviour—becomes so serious that a reasonable person would feel forced to resign, you may have a claim. This includes sustained bullying, harassment, or creating a hostile work environment. Your employer must provide a safe workplace free from abuse. If they don't, and you resign as a result, you can pursue compensation through the Workplace Relations Commission, even though you weren't formally dismissed.
You must bring a constructive dismissal claim within two years of the date you resigned. If you delay beyond this deadline, you lose the right to claim. Keep clear records of the bullying or harassment—dates, what happened, who witnessed it, and any communications (emails, messages, HR reports). If you're considering resigning due to intolerable working conditions, speak to a solicitor first to understand your options and protect your rights.
Tell Sarah what happened. She will explain your options and match you with the right solicitor in your county — free.