1. Introduction Victimisation under Section 74 of the Employment Equality Acts 1998 to 2021 protects employees from adverse treatment in retaliation for engaging in protected acts — typically the making or supporting of an equality complaint. Victimisation is a standalone form of discrimination and can ground a complaint even where the underlying equality complaint did

1. Introduction Section 82 of the Employment Equality Acts 1998 to 2015 sets out the compensation and other forms of redress that the WRC may order where a complaint is upheld. Compensation in employment cases is generally capped at two years’ remuneration, with a fixed minimum and maximum for non-employee complainants. This article considers the

1. Introduction The comparator is central to most direct discrimination complaints under the Employment Equality Acts 1998 to 2015. A complainant must generally show that they were treated less favourably than a person of a different gender, age, race, religion or other relevant ground, in circumstances that are not materially different. This article considers the

1. Introduction Section 85A of the Employment Equality Acts 1998 to 2015 establishes a shifting burden of proof in discrimination complaints. The complainant must first establish a prima facie case of discrimination, after which the burden shifts to the respondent to rebut the inference. The leading authority on the application of Section 85A is the

1. Introduction The sexual orientation ground under Section 6(2)(d) of the Employment Equality Acts 1998 to 2015 protects employees from discrimination by reason of their heterosexual, homosexual or bisexual orientation. This article considers the scope of the protection, the limited statutory exceptions, and the practical issues that arise in relation to dress codes, conduct policies