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You can’t point to terms and conditions to justify not providing something you’ve been paid to provide. Even if you could, were the terms and conditions brought to her attention before purchase was completed? If not, you can’t just subsequently point to terms and conditions on a website and...

If it’s an Irish company she can pursue the matter through the small claims court

If it was settled at mediation stage, the details remain private and won’t be available to the public. There would need to be a formal adjudication for the outcome to enter the public domain. Even then, some of the decisions can still be anonymised.

Thanks. The reason I ask is that I’m aware of small companies that don’t take WRC complaints seriously to the point where they don’t even show for the adjudication. They then leap into action at the point at which there’s an adverse finding that they then seek to appeal at the Labour Court.

That’s interesting. How vigorously did they defend the initial complaint to the WRC? What made the difference at appeal?

+1 to this advice. The third party claim is completely out of your hands now. Let the person/repairers deal with your insurance company as they see fit. Your only concern is the repair of your own car.

In answer to this, there is no valid reason why a fee for work undertaken should relate to the value of a property. The amount of work undertaken however may vary as not all properties are as easily administered. If it’s a relatively straightforward will that’s being administered, you could...

That was my thinking also. That’s why I’d be interested in the wording. It may have a couple of “ifs” and “mays” intended to focus the mind. But then if you aren’t even given a copy of your contract…….

Existing contracts can’t be amended without mutual agreement. Employees can’t be made subject to new terms without their consent. Employees are entitled to a copy of the contract. How else are they supposed to be aware of their terms of employment?

There can be strong positions held by either side. I recently heard of a government department that refused mediation, such was their assurance of their position.

How exactly is the stipulation expressed?

It’s worrying to think that a HR person would have such a lack of understanding of what FM involves

I don’t get this. The whole idea of FM is that it provides for leave for certain circumstances that by definition are unforeseeable. If they were, it would be anticipated that other forms of leave would apply.

That’s really the problem. WFH is fine for people at an established stage of their life/career who have established networks of colleagues/clients they can just as easily tap into remotely. It’s much more difficult for new entrants who are trying to navigate the challenges of the workplace...

I haven’t read the thread in detail so I don’t know if someone has already made the suggestion of submitting a complaint through your company’s grievance procedure. The threat of doing so may even be enough to make you manager stand down on the issue.

It’s certainly been done before. It’s worth approaching your HR section.

It’s the sort of thing that should be clear in either the contract of employment or the employee handbook. If it’s not specified, it’s open to opinion. There is no right answer to your original question. But an employer is in a weak position to insist that it’s the employee’s responsibility.

Maybe I’m missing something but his estate doesn’t officially become hers until such time as probate is granted and his wishes as regards inheritance are discharged. In the meantime, it’s open to challenge, however dubious that challenge may be. She could continue as she is of course but when...

Moved my monthly prescription to Pure Pharmacy and now saving 35%. Thanks again for the tip @Sue Ellen

You’re in the best position ultimately to judge but it doesn’t seem to be an isolated incident. I suspect there’s no deliberate attempt to short change you but there’s been a breach of law nonetheless.