Eoin had been working on a casual contract with a Dublin logistics company for just over three years. He had no fixed hours, but worked regularly — sometimes five days a week, sometimes two. His employer treated him as flexible labour, with no holiday pay, no sick leave, and no written employment contract beyond a basic signup form. For three years he showed up when called and did the work expected of him.
In early 2022, Eoin developed a back problem and raised a health concern with his manager, asking whether the company could adjust his duties slightly during his recovery. Three weeks later, his manager told him they no longer had work for him. When Eoin asked why, he was given conflicting reasons — first cost-cutting, then a restructure, then simply that his services were no longer needed. The company later claimed in writing that Eoin was not actually an employee at all, just a self-employed casual worker, so employment law didn't apply to him.
Eoin felt the dismissal was unfair and connected to his health disclosure. He brought a claim to the Workplace Relations Commission, arguing he had worker status and that his dismissal was unlawful. The company defended itself by saying no employment relationship had ever existed — he was always just casual labour on call.
The adjudicator looked at the facts. Over three years, Eoin had worked regularly and consistently. The company controlled how, when, and where he worked. He was integrated into the business. These things pointed to worker status, not self-employment. The company's claim that he was just casual labour with no legal rights didn't stand up. The adjudicator found Eoin was indeed a worker and that his dismissal was unfair — particularly because it followed closely on his health concern. Eoin was awarded compensation.