Leinster contains the largest employers in the State and a very large number of the smallest, and the firm has offices at both ends of the province: The Ormond Building on Ormond Quay in Dublin 7, and 2 Rose Inn Street in Kilkenny.
Two Kinds of Employer, Two Different Failures
Large employers — multinationals, public bodies, hospitals, universities, the bigger indigenous firms — generally have detailed policies, HR functions and procedures agreed with unions. Their characteristic failure is not procedural: it is that the informal stage their own policy requires is empty, so a complaint escalates from nothing straight to a formal investigation, with months of cost and damage and an outcome that frequently satisfies nobody. Smaller employers across the commuter counties and the regional towns have the opposite failure: no policy that says anything useful, no HR function, nobody internally who could be neutral, and a director trying to decide whether a complaint about a supervisor needs investigating. Both are addressable, both start with the same sorting question, and both need genuinely different designs — a public body needs a mediation that fits its procedural machinery and its union relationships, while a fifteen-person employer needs someone to say plainly which process the complaint actually requires before anything else is decided.
Venues, and the Order That Never Changes
Sessions are held at The Ormond Building on Ormond Quay Upper in Dublin 7 — neutral city-centre ground with separate rooms for individual sessions — and at 2 Rose Inn Street in Kilkenny for the south and midlands, as well as at other neutral venues, on site where that genuinely suits, and fully online. Online is a designed option rather than a fallback, and in workplace matters it does specific work: an employee on certified sick leave or suspension frequently should not be asked to attend an office at all, shift workers and multi-site staff can take part without a day being carved out, and the individual sessions that carry most of the process are one-to-one conversations that translate well. Whichever venue, the sequence is fixed. Conflicts checked before any substantive conversation. Terms agreed in writing — neutrality regardless of who pays, no findings, no report to the employer on the merits, what is recorded and what may reach a file, that participation cannot affect appraisal, that declining is not misconduct, that no right is waived. Individual sessions first. A joint session only if it would help, decided with the participants. A short concrete agreement, and a review point.
Two Free Tools Before You Call
Mediate or Investigate? walks the four sorting questions that decide which process a situation actually needs — including where the answer is neither. The Escalation Stage Check shows what remains open at the point you have reached. Both run entirely on your device; nothing is stored.
Ten Lines, and Everyone Involved by Name
The conflicts check runs before anything else, so name the individuals and the employer entity first. Then the situation in ten lines, where it stands procedurally, and what a workable outcome would look like.
Call 01 5827148