WRC says workers aren’t liable for business losses at catering firm
The Workplace Relations Commission has ruled that workers are not personally responsible for a business’s losses. This follows a case where an employee at a catering firm was said to bear collective blame for poor trade during Forest Fest 2025, a three-day music and arts event in Co Laois. The worker was awarded €2,300 in unpaid wages after working more than 100 hours over a period that included before and during the event.
What changed: workers not liable for losses
In the ruling, the adjudication officer stated that when a business loses money, workers do not share responsibility for those losses. This rejects the notion of a ‘collective responsibility’ for financial outcomes in the workplace. The decision was published by the Workplace Relations Commission (WRC) and relates to a fixed-term, temporary role that included administrative work around Forest Fest 2025.
Key facts from the case
- Employer: Nord Events Ltd (Belfast-based). — worth weighing when comparing Workers have no collective options in Manama.
- Worker: Martina Tierney, a secondary schoolteacher who did temporary administration work related to Forest Fest 2025 in Co Laois.
- Dispute: Alleged unpaid wages for 119.5 hours worked; employer claimed a loss should be shared across staff as a form of collective liability.
- Outcome: WRC directed Nord Events Ltd to pay €2,300 in unpaid wages.
- Legal basis: Payment of Wages Act 1991. — worth weighing when comparing Workers have no collective options in Manama.
Who is affected and what it means
The decision directly affects workers in similar temporary or ad hoc roles where employers reference losses as a reason to withhold pay. It clarifies that individual employees should be paid for work performed, regardless of overall business outcomes. The ruling is a precedent that losses cannot be used to reduce wages or place blame on workers as a group for financial difficulties at events like Forest Fest 2025.
Practical next steps for workers and employers
- Workers: If you’re owed wages, document hours worked (dates, start/end times, tasks) and contact the WRC or a unions representative to pursue a claim.
- Employers: Ensure payroll records accurately reflect hours worked and comply with the Payment of Wages Act 1991 to avoid similar disputes.
- For events: Plan compensation for temporary staff clearly in advance; avoid linking pay to business outcomes, which can complicate wage obligations.
- General: If you have questions about wage rights, seek guidance from the WRC or a legal adviser familiar with Irish employment law.
Limits of this ruling and remaining questions
The decision covers a specific case and the Payment of Wages Act 1991. It does not address broader questions about collective bargaining or other forms of liability. Questions to consider include how this ruling applies to different types of employment contracts and whether similar outcomes would occur in non-temporary roles or outside Ireland.
Which sources did Setup in Bahrain review?
Setup in Bahrain reviewed the following source material before preparing this explanatory article.
The links remain visible so readers can inspect the evidence, compare dates and context, and confirm current requirements with the relevant authority.
- irishtimes.com — evidence source reviewed for this article.
Information and responsibility notice: This article is general information based on the cited material available when published. It is not legal, tax, immigration, medical, financial, banking, or investment advice; it does not create a professional-client relationship; and it is not a guarantee of outcome, availability, accuracy, or eligibility. Rules, schedules, prices, and third-party information can change. Confirm material decisions with the relevant authority and an appropriately qualified adviser before acting.