Galway teacher sacked after 12 days over child protection concerns awarded settlement
The worker refuted the allegations and contended that she had been unfairly dismissed without any investigation, notice, or fair procedures
A teacher who was summarily dismissed by a Galway language school after just 12 days over alleged child protection concerns has been awarded €2,000 in compensation after appealing the outcome of her dispute to the Labour Court.
The worker had initially been awarded €550 by an adjudication officer at the Workplace Relations Commission (WRC), but she appealed the recommendation because she was dissatisfied with the amount.
She began work on June 1, 2024 as a course manager and teacher in June 2024 with Thread Strong Ltd, trading as ELC or European Languages College in Galway. However, her employment was abruptly terminated on June 12.
The worker refuted the allegations against her and contended that she had been unfairly dismissed without any investigation, notice, or fair procedures.
She claimed that she had been denied any opportunity to answer the claims and that her employer had failed to take into account that she was seriously unwell and had attended hospital during the relevant period.
She said it was deeply concerning that the company had expressed concern for child safety but failed to consider her welfare. She also claimed the firm had agreed to pay her for the first teaching course but had failed to do so.
Thread Strong Ltd stated that the worker had been summarily dismissed due to her serious mishandling of a child protection issue. It insisted she had been paid in full for the first course, which was scheduled to run until June 18.
The company argued that the worker’s tenure was exceptionally short-lived and that the brief duration of the contract made a formal investigation, disciplinary, and appeal process unworkable in practical terms.
It submitted that this reality was recognised in legislation by the 12-month service threshold required under the Unfair Dismissals Act 1977, maintaining that the original €550 award had been more than reasonable.
In its determination, Labour Court Deputy Chairman Katie Connolly said an employer was not relieved of the obligation to act fairly simply because an employee had less than one year of service.
While the company was entitled to dismiss the teacher if it established unsatisfactory performance or conduct, the court emphasised that employers must follow fair procedures when a worker faces the loss of their livelihood.
Noting that no investigation had taken place and no fair procedures had been applied, the court recommended that Thread Strong Ltd pay the worker €2,000 – equivalent to one month’s pay – in full and final settlement.