WRC issues one of the largest awards of 2025 so far in a case every employer should learn from
The Workplace Relations Commission (WRC) has issued a landmark €145,000 award the highest unfair dismissal payout of the year to date to Maria Inmaculada De La Torre Ruiz, a financial accountant who was let go by her employer without any reason.
Her former company, Hamilton UK Services Ltd, admitted to dismissing her “without cause” a decision that ultimately led to the maximum award permissible under Irish employment law.
This case is a powerful reminder: even high-performing employees cannot be dismissed arbitrarily. Employers who fail to follow fair process or provide rationale may find themselves paying the price.
Key Details
- Employee: Maria Inmaculada De La Torre Ruiz, financial accountant
- Employer: Hamilton UK Services Ltd (part of an international insurance group)
- Earnings at time of dismissal: €63,000/year + pension & benefits
- Date of dismissal: 27 July 2023
- Dismissal reason given: None
- Total financial loss (as calculated): €165,992
- Award granted: €145,122 (maximum allowed under Unfair Dismissals Act – 2 years’ remuneration)
What Went Wrong?
1. Dismissed Without Cause or Explanation
The employer admitted they dismissed Ms De La Torre Ruiz without providing a reason.
Best Practice: Employers must have substantial justification for any dismissal, whether for performance, conduct, redundancy, or another lawful reason. A “no cause” dismissal is unlawful under Irish law.
2. No Process or Communication
The dismissal was not only without cause but also without procedure, no warnings, meetings, or correspondence to explain or justify the decision.
Best Practice: Always follow a fair disciplinary or performance process, and clearly document communication with the employee at each step.
3. Impact on Future Employment
The adjudicator found that the refusal to explain the dismissal had a lasting impact on Ms De La Torre Ruiz’s career, harming her job prospects.
Best Practice: Recognise that dismissals affect reputation and employability. Providing clarity allows former employees to explain transitions honestly in future job interviews, reducing legal and reputational risk.
4.Employer Claimed She Failed to Mitigate Losses
The company argued that she declined job offers “too far from home”. The WRC rejected this, noting that she applied for hundreds of roles and acted reasonably.
Best Practice:
Don’t assume you’re off the hook because a former employee hasn’t yet found work, particularly if you’ve made their re-employment harder by not following proper procedures.
Employer Takeaway
This case sends a strong message:
Dismissal must be both substantively justified and procedurally fair.
Failing to provide any reason for letting someone go, especially someone in a professional role with excellent performance history, can trigger maximum liability.
How Bloom Consultancy Can Help
We support employers in:
- Conducting legally compliant dismissals and redundancies
- Drafting and implementing robust termination procedures
- Navigating complex dismissal scenarios through HR advisory
- Preparing for and defending WRC complaints and inspections
Get in touch today to avoid being the subject of the next record-breaking WRC award.
This article is based on public decisions of the Workplace Relations Commission and reported case summaries from Irish media sources. It is intended as a commentary on HR compliance issues relevant to employers and HR professionals in Ireland.