About Triona

Triona is an associate in our employment & benefits team. Triona works with SMEs, corporates, public bodies, not for profit organisations and individual private clients on a range of risk, contentious and policy issues.

Triona has broad expertise in HR policies, terms of engagement, compensation and benefits, confidentiality, grievance and disciplinary procedures, individual and collective redundancies, the HR implications of mergers and acquisitions (including transfer of undertakings and work-related immigration issues), performance management, termination of employment, workplace investigations, data protection, whistleblowing, unfair dismissals, severance agreements and general employment law matters.

Triona has a proven track record and capability in employment law.  She combines technical expertise and excellent knowledge of all areas of employment law with well-developed client, case and project management skills.

Recent experience

  • A housing company on redeployment and redundancy as part of organisational review and restructuring, legal advice on the redundancy consultation process, dismissal by reason of redundancy, appeals against the decision to dismiss and negotiation of full and final settlement agreements.
  • A healthcare technology company on a High Court injunction application threatened by an employee seeking to restrain dismissal by reason of redundancy and subsequent settlement negotiations.
  • A project developer for wind farm projects in the Irish market on an executive contract of employment.
  • A State-owned company on a complaint under the company’s Bullying, Harassment and Sexual Harassment Policy, to include, drafting terms of reference for the investigation of the complaint and legal advice on a related data subject access request.
  • A State body on managing performance, misconduct and professional difficulties towards preferred outcome, in particular, advising on an employee grievance and a bullying investigation.
  • A supplier of construction related products where a former employee is challenging their dismissal on the basis that but for making an alleged protected disclosure related to a relevant wrongdoing the former employee would not have been dismissed.
  • A State agency on concerns raised by an employee under their Protected Disclosures Policy, in particular, advising on an initial assessment and actions to be taken by the agency, including, agreeing the scope of the investigation, drafting terms of reference and instructing a third party expert to carry out the investigation.
  • An educational institution where a former employee is challenging their compulsory retirement.