Seamus McGranaghan qualified as a Solicitor in O'Reilly Stewart Solicitors in 2003 and is an experienced Commercial Lawyer dealing with employment, commercial and education cases.
He has experience in the Industrial Tribunal representing both Claimants and Respondents and has provided seminars in relation to particular areas of employment law. Seamus is the only member of the Education and Law Association in Northern Ireland. He specialises in advising schools and colleges on policy matters, employment issues and student welfare. He is also responsible for the Education Law Quarterly Review.
In addition to having contributed at Legal Island’s Education Updates since 2010, Seamus in association with Legal Island provides a live “Employment Law @ 11” webinar on the first Friday of each month, dealing with all aspects of Employment law affecting Northern Irish employers.
Laura joined Legal Island as a Knowledge Partner in 2023. Prior to that she worked as an employment law and dispute resolution solicitor with Eugene F. Collins (now Addleshaw Goddard LLP), A&L Goodbody Dublin & Belfast and as an In-House Employment Counsel Secondee at Google.
Laura is also a qualified personal and executive coach, yoga and mindfulness teacher.
In our October instalment of Employment Law at 11, we discuss how redundancy can go wrong.
The redundancy process can be complex, high-risk and expensive when they go wrong. Legal Island’s Laura McKee joins webinar regular Seamus McGranaghan of O’Reilly Stewart Solicitors to discuss the most common pitfalls he encounters in practice, highlighting the mistakes that frequently lead to employee claims, reputational damage and costly settlements.
Drawing on real-life experience advising employers through redundancy exercises of all sizes, he provides guidance on how to approach the process confidently and reduce legal risk.
They answer three key questions:
1. Where do employers most commonly go wrong when planning redundancies?
2. What mistakes during consultation, selection and communication create the greatest legal risk?
3. How can organisations conduct redundancies fairly, confidently and defensibly?
Transcript to Follow:
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