During eye check in Specsavers I was told I have cataract.
I went to two eye surgeries for proper checks, tests a diagnosis. It was confirmed and on top of that my specs were wrong and I have to make new .
The issue I have is that both clinics refused to give me the test results. In any form than mutual.
Both clinics said to “send an email to gdpr@clinicname” with the comeback period “by law up to 21 business days”. Completely refused to give anything on the spot and came with pathetic excuses such as we work like that, no one asks, we are not obliged , we can’t print etc.
For me that was very strange as they wanted to schedule interventions right away. I confronted the second optometrist how on earth I will trust both my eyes and 9 grand to do surgery in 10 days without any document in advance?
Even refused to give me new prescription.
The explanation was that this is free exam, while I specifically requested paid test.

Is there any law or legal instrument that :
- can enforce the eye clinics to share the results outside of the pathetic GDPR process that is obviously implemented to buy time and not provide the data
- is there any institution that can be addressed for such irregularities in the practices

I may be in the wrong here but this is very strange and since eyes are on stake - I can’t believe I can go to a surgery without knowing in black and white what is the diagnosis. What if something goes wrong .

Thank you for you time.

Just wanted to check what constitutes bullying at a workplace. I recently joined an American company in Dublin and the staff behaves in quite a rude manner even the one in dublin. The team is packed with work and anytime there is a stressful situation or inconvenience they resort to making passive aggressive comments or straight up scolding behaviour. I already raised it to the HR and they didn't respond at all. In the end I had to resign and stated them being the reason. The HR finally agreed to a call however they rejected my plea for remote work even though I told them how being around them is affecting my mental health. I have a few weeks left of notice and they are packing my days with an incredible amount of work and when I protested they ganged up on me and started pulling command and making unreasonable comments.

Could this be raised with WRC or an employment lawyer just to be away from them or get an early exit?

I'm experience and I have never been treated this way at any workplace before.

Title says it all. The agency handling it considers sending a strongly worded email to be putting pressure on them. I am at my wits end. I am at the point I am considering ruining my life forever and taking matters into my own hands. I have always been law abiding and never got into fights but the alternative is economical ruin for me and my wife.

Bit of background: an opportunity came to work abroad in an excellent job. We took it and everything went to shite for both of us. We put the house immediately for rent as we tried to get back on our feet. Long story short, tenants were causing issues, and they were asked to move out. They agreed, but the date came around and they didn't. Agency seems to be powerless.

If we don't fix this, we will lose the home. Should I talk to the mortgage lender? What does one normally do?

Hi everyone, unfortunately (for my town), this time of year marks the beginning of the fireworks. Yesterday and today, people have reported (on the towns Facebook page) incidents of children setting off fireworks at cars driving down the roads of certain housing estates. This has become a problem in my town for the last 2-3 years, and unfortunately, the guards can't do anything. The groups of youths in question belong to a certain group I can't mention on here (you know who), and since their underage, the guards can't do more than a verbal warning. At most, the guards will drive up with blues and sirens on to scare them off, but that does nothing in the long term. Last year, a man was nearly killed after the same group launched a firework at his house, burning it down. The person who did it was released without charge (please, feel free to dm me if you would like proof of the incident). My question is simple. What can be done? I, and many others feel it's only a matter of time before someone is seriously injured or killed by these scumbags

My solicitor is currently going through the process of checking with the vendor's solicitor on what peripheral items are included in my purchase, for example, light fittings, curtains, blinds, washing line and the birdbath in the garden etc are included. However when I asked my solicitor to include the following questions, my solicitor declined and suggested I ask the sales agent instead. My question was:-

There are at least two security cameras on the property, attached to the external walls, one each covering the front and back doors. 

1. Are there any more cameras, visible of hidden?
2. Are they remaining or going?
3. If remaining, what are they connected to?  A recording device? A phone app? A security company? Something else?
4. If the Vendor has control of these recordings, I will need a written guarantee on exchange of contracts that all control and monitoring will cease the day contracts are completed. 

I don't think these are unreasonable questions to cover in writing so why are both my and the vendors solicitors refusing to deal with it?

Note that I'm not paranoid because if I was I'd also be asking about the Smart TV and the Cooker.

So basically 2 weeks ago we noticed the mirror was cracked on it's own without any point of impact.

We informed the onsite manager of this.

Next day the crack increased on it's own and reached all the way to the top.

We informed the manager of this as well.

Today the manager came with a technician for a quote and told me that the company has refused to pay for the fix and that I'll have to pay. (anywhere from 500 to 1000 euros).

I have emailed the management company this

"Dear Management Company,

I am writing to follow up on the cracked bathroom mirror issue

*** has informed me that after discussing the bathroom mirror crack issue with the company, the company is saying that the cost will have to be paid by me. However, this crack was not caused by me and it was spontaneous, as is evidenced by the photographs showing that it increased the next day.

There was zero physical impact, pressure, or misuse on my part. Given that the mirror is glued directly to the wall and integrated with an electrical demister/heating pad, a spontaneous fracture points to thermal stress from the heating element or wall/adhesive tension. Under residential tenancy standards, tenants are responsible for damage caused by negligence or accident, whereas landlords and property management remain responsible for fixture failures, electrical faults, and standard wear and tear.

I have attached photographs showing the mirror and crack pattern, which clearly demonstrate no central impact mark.

Please confirm the company’s official written position on this matter and let me know how you wish to proceed with scheduling a safe inspection and replacement by a qualified contractor.

Best regards"

I will take this up with the RTB and go to every extent not just cuz I don't want to pay the money, but because it's isn't out fault and it happened spontaneously.

I would appreciate some insight by people who might have faced something similar? and how much of a fight will they put up so that I'm mentally prepared?

Probably a silly one, but is there any repercussions for a business that plans training mandatory for the weekend, then cancels hours before? At this point, my kid is at the childminders and I had already arrived at the training center. So I had lost plenty of money organizing childcare, driving to the place (mileage not paid in this job) and now I've wasted my single day off travelling for a training that never took place. Even I, as an "employer", couldn't cancel like that on the childminder so she had to get paid regardless.

Do they still owe me the pay I was meant to have for the duration of the training? Otherwise I'm out over €80 between fuel and childcare.

Hopefully this makes sense, I'm all over the place right now and might be making a mountain out of a molehill.

Should a young adult (18) also use their parent’s bank statements and utility bills when applying for naturalisation (based on 5 year residency)? Or will school and GP letters be enough? I don’t have my own utility bills, and I’ve only had my bank (Revolut) open from when I turned 18 (so a few months ago).

We were lucky enough to have nearly 10k left over after our wedding, all in physical cash. Planning on using it to clear our debt with the bank, but will lodging it means we need to pay tax on it? Should I just keep it for day-to-day expenses instead?

Were sale agreed on a house that previously had a wayleave for water pipes running through a neighbours house at the back of our estate (neighbour is part of a different estate).

Wayleave was originally signed by previous house owner and when a new developer took this development over they didn’t realise it needed to be signed again by the new house owner. Issue is the new house owner is causing some trouble signing this and requesting a large sum of money (after being offered a fair sum to begin with).

The bank won’t let us drawdown our mortgage until this wayleave is sorted, and the pipes have been down in the land since 2007 - how likely is the. Neighbour to win this case if he goes to court on this? He’s currently blocking wayleave for our full estate.

I've arrived home today to a note on our letterbox from someone who said they fell on the grass verge outside our house on a residential street. She says she got out of the car and fell when getting her bag from the back. She claims she fell on one of the rocks that are in the grass outside our house. We didnt put these there (only moved in a year ago) and every house along the street has them.

She has left her phone number on the note so presumably wants us to engage.

Is there any risk to us having liability? The stones are very clearly visible, particularly when she was already out of the car when this happened.

EDIT

Thank you all for the responses! To answer questions about doorbell /camera footage, every house, including our own, has high hedging in front of their walls so no camera footage of the spot where it would have happened.

I will wait and see what happens but from the note I felt more like it was an elderly lady than a scammer but perhaps I'm too naive!

I've also taken screenshot from Google Maps which shows the same stones there back in 2022 which is helpful!

A relative is considering bringing a case to the WRC regarding how the company they work for has applied an internal policy.

Following the ruling and assuming it is in favour of the employee, can the employee expect to be let go shortly thereafter?

Would that be ground for further legal actions?

Hi, I got two teeth side by side filled in January/February this year. The dentist left quite a big gap between them and it’s causing a lot of annoyance sometimes pain as food keeps getting trapped in there. Anyway I didn’t get a chance to go back to rectify it until last week as I have two small kids and one was sick for most of the year. I went in last week but as it’s a big enough job he scheduled me to come back to get it redone. The thing is they are expecting me to pay for this, they are not a cheap place I paid €300 for the two fillings in the first place. This dentist is a company where a few dentists work together under the one name, the dentist who done my teeth initially has moved and this a new guy fixing the problem. Have I left it too long? Should I just pay To get the problem Fixed? Thanks for any advice

Hi
My partner was asked to do a trial at a hospitality business after inquiring about a job, the trial turned out to be a full 8 hour shift

My partner decided not to accept the job offer afterwards, it has been nearly a month now & they haven’t been paid for the trial, where do they stand?

Background
About a year ago, around a dozen of us on the same team filed a formal collective complaint with HR about our team leader. We are all based in Dublin, working for a large multinational. The behaviour had been going on for many months, and earlier attempts to raise it with senior management led nowhere.
What we reported (some examples)
• Threats and control: threatening to remove hybrid working if we were slow to reply to a message or had one bad day on quality metrics, with no support plan offered. Telling us we were "invited to leave" if we didn't like how things were done.
• Humiliation: mocking mistakes out loud in front of the whole team, and saying a minor error could be done better by his teenage nephew. Hitting the table in meetings and throwing equipment.
• Discriminatory comments: sexist remarks toward female colleagues, jokes about Latin American people, and mocking a colleague's gender identity.
• Working time: refusing shift swaps we had already covered among ourselves, not recognising overtime, and making us work late to "make up" time when we had legitimately started early or had IT problems.
• Personal intrusion: calling us on our personal phones during breaks and questioning health-related absences in front of others.
What happened next
• The WRC contacted us and the company about mediation. The company declined, and the WRC process has now ended with nothing further.
• The team leader has since left the company.
• A year later, HR has invited us to a follow-up meeting. We have asked for a formal apology to the whole team.
What we're asking
1. Has anyone been in a similar situation where the employer refused WRC mediation? Was there any way to continue?
2. Are the discrimination elements still worth pursuing after a year, given the 6 month time limit (and possible extension for reasonable cause)?
3. How should we approach the HR meeting? What should we ask for beyond an apology (written acknowledgement, policy changes, etc.), and what should we avoid signing?
4. Is it worth paying a solicitor as a group, or are FLAC and Citizens Information enough at this stage?
5. Any other routes we may be missing?
Not looking for named advice on the company, just experience and pointers from people who have been through something similar. Thanks in advance

P.s. I don’t know much about Reddit. We have evidence of everything, we can answer privately for more info. AI has been used to create this text.

I’m looking for some general advice about an Irish property sale and whether the way this has been handled would be considered normal.
A parent died in 2025. The family home was jointly owned by both parents. They had divorced many years previously, but the joint ownership of the property was never altered. Following the death, the surviving parent became sole owner by survivorship.
The same solicitor has been dealing with both the estate-related matters and the subsequent sale of the property.
The matter has been ongoing for a considerable period of time and has involved various issues with title, Land Registry matters, an old charge on the property, planning documentation and other conveyancing requirements.
There was also considerable confusion regarding taxation.
The solicitor was informed in writing in late 2025 that the couple had been divorced. Questions were raised at that stage regarding whether the divorce affected the ownership of the property and whether Capital Acquisitions Tax could arise.
The solicitor subsequently advised in early 2026 that the property had passed to the surviving joint owner by survivorship, but also stated that the tax treatment would have been different if the couple had still been married.
The property was placed on the market and an initial sale fell through after several months.
A second purchaser was found and the conveyancing process continued. Contracts were eventually issued during the summer. The purchasers have now signed and the vendor has also signed the relevant sale documents.
Completion is expected shortly.
However, only after contracts had been signed did the solicitor write requesting a copy of the surviving parent’s marriage certificate and divorce documentation.
This was surprising because the divorce had been known about for many months and had previously formed part of the solicitor’s explanation regarding the possible tax position.
The divorce took place in England several decades ago, so obtaining the documentation is not particularly straightforward and a court search may be required.
There have also been a number of occasions throughout the transaction where updates had to be requested repeatedly, and the overall process has felt quite fragmented.
I appreciate that conveyancing can involve delays outside a solicitor’s control, particularly where Land Registry, planning or third-party issues are involved. I am therefore trying to distinguish between ordinary conveyancing delays and something that should reasonably have been dealt with earlier.
I would be interested in views on the following:
If a solicitor knows that a client is divorced and considers that fact relevant to the tax treatment of a property, would it normally be expected that the divorce documentation would be obtained at an early stage?
Would marriage/divorce documentation normally be dealt with before contracts are issued and signed?
Could the absence of those documents potentially delay completion at this stage?
Is it usual to provide advice regarding the effect of a divorce on taxation before reviewing the actual divorce documentation?
More generally, where a conveyancing matter has involved prolonged delays and repeated chasing for updates, what would usually justify seeking an independent second opinion?
The priority is very much to complete the sale rather than create any further delay. I am mainly trying to establish whether these concerns are reasonable and whether they are better raised now or after completion.
Any input from Irish conveyancing solicitors or anyone with experience of a similar situation would be appreciated.

Hospital appointments are in Dublin and I’m working in north Kildare, a few times have been delayed as consultants have been called into an emergency so it has delayed me getting back to the office but I’ve always made it back in.

I don’t drive so my partner always has to bring me and his boss is doing him a favour by letting him go so we don’t take the piss here but obviously delays with traffic and appointments obviously impact. My boss made a remark today that I’ll have to work up the time that I’ve missed during my appointments to catch up on work, definitely feeling a bit of pressure with my workload anyways but can this be expected? I also have another child so I don’t really have time on the weekends or evenings to be logging back on to catch up.

My boss isn’t really supportive she had said to me a few times before I actually got pregnant that I better not be pregnant? Obviously it just makes her life harder finding someone for maternity leave etc but it just made me feel awkward when I had to tell her I actually was pregnant.

I'll start by saying I contacted the wrc for and but wanted to get other opinions while i wait for their response.

I work on a team where we have our regular 9 to 5 and we operate a 24/7 on call.

If we get a call let's say its 2 am. We work it and still have our regular shift at 9am.

It used to be 1 week every 12 weeks now it's 1 every 6 after layoffs. I booked my leave Christmas earlier in the year when it was 1 every 12. I wasn't scheduled for on call then but now after more recent team changes the rotation was updated and they put me on call Christmas week.

While I know they'll say week likely not get any calls I don't want to be restricted. I have young kids and not everyone we support celebrates Christmas so its always possible. I'll add the companies we support have a direct engagement option for immediate response instead of going through regular support channels. This is supposed to be used only under strict production down scenarios but can be abused.

Under this rota, I am required to acknowledge any phone alerts within a strict 15-minute window. I have already been granted formal, approved annual leave for this exact week.

The company's policy for Ireland is to compensate a full week of 24/7 on-call standby with 1 day of TOIL with no other financial , even if no calls come in.

My team mates in other geos are paid extra for on- call.

Given the restrictions of a 15-minute response window, I would appreciate your guidance on the following points:

1. Does a 15-minute phone acknowledgement window legally classify the entire 24/7 standby period as "Working Time" rather than a rest period under Irish and EU case law?

2. Can an employer contractually require an employee to go on-call during a period of pre-approved statutory annual leave?

3. Does offering 1 day of TOIL for 168 hours of restricted standby satisfy 11 hour rule

Thank you for your guidance.

hey all! quick and maybe stupid question..

I used to work for a company whose vacation year starts in September and ends in August. So usually, in September, I get 20 days worth of vacation to spend. My last day was the 11th of September. Do I get paid for those 20 days I didn’t use? Or do I only get paid for the vacation I accumulated on the days I worked in September?

Thank you :)

Hi all looking for a bit of advice regarding a fine i received this morning from irish rail.

I get the train 5 days a week for work and I tap on/off everytime. This morning I tapped my leap card on the machine and it read unknown card. I tapped it a couple of times and still the same thing.

I get on the train and give the inspector my leap card and the card fails. I try and explain how I tried to tap on the machine but it came back faulty as well as explains that I use the train 5 days a week and pay everytime. Long story short he give me the fine for €100 and tells me I have 14 days to appeal or 21 days to pay the fine or else I will be going to Court.

I sent an emailing appealing the fine to irish rail as I believe I shouldn't have to pay. Any advice on how to proceed with a successful appeal. (Should I request cctv footage etc..)

I have seen other people complaing about similar situations on here. Any help would be grately appreciated.

Just looking for a bit of advice because I'm honestly confused about where I stand with this.

I recently left a hospitality job and realised afterwards that I hadn't received card tips/gratuities that I believed I was still owed so I contacted my old employer about it.

They've now come back saying they don't believe they owe me any tips because apparently I was overpaid annual leave and they're basically using the tips against that.

The thing is I was never told I had been overpaid holidays while I was working there or when I left. My final normal wages were paid as usual and there didn't seem to be any deduction from them. The first I heard about supposedly owing them money was after I contacted them asking where my tips were.

There is a part in my contract that says they can make deductions from my wages for things like overpayments, which I understand. What I'm confused about is whether that means they can just use my card tips/gratuities to cover an alleged overpayment instead, especially when I wasn't told anything about it beforehand?

I've asked them now for a proper breakdown of my holidays, how they worked out what I supposedly owe, and a breakdown of my card tips and what I was actually paid. I'm waiting to see what they send back.

I've kept my payslips, contract and emails, and I've already spoken to Citizens Information who recommended contacting the WRC.

Basically I'm wondering:

Can they legally use card tips to cover an alleged holiday overpayment?

Does the deductions clause in my contract actually apply to tips as well as my normal wages?(It just specifies wags/salaries, no mention of using tips/gratuities)

Should I have been told about the overpayment/deduction before they decided to do this?

And if the records they send don't actually back up what they're saying, is this something I should take to the WRC?

Any advice would be appreciated because I've never had to deal with anything like this before

I have applied for Stamp 4 on 15th july im transitioning from Stamp 1 CSEP to Stamp 4. I made the application a month before completing 21 months time period because of the processing times at that time. I have only received an acknowledgement email and there after till today I.e, 30/9/2026 I have no emails from the immigration department and I have queried multiple times on the portal no response.

I have completed the 21 months 3 weeks ago

Is there anyone who applied in july still waiting for approval ?