Dundalk Town ordered to pay former executive almost €17k over unfair dismissal

Seán McCárthaigh

Dundalk football club has been ordered to pay compensation of almost €17,000 to a former executive who had his contract terminated suddenly without any reasons by the club’s then owner just over 12 months ago.

The Workplace Relations Commission ruled that Dundalk Town FC had unfairly dismissed its chief operations officer, Martin Connolly.

The first division club, which was relegated from the premier division at the end of last season, had not expressly conceded that the termination of Mr Connolly’s contract was unfair during a two-day hearing at the WRC which concluded in March.

Mr Connolly claimed he was informed by Dundalk’s chairman on February 26th, 2024, that he was to be removed from his duties with the club. However, he was paid up until May 22nd, 2024.

The WRC heard that the executive, who joined Dundalk in January 2022 to oversee the day-to-day running of the club, was given no written or verbal warning and there were no investigations or hearings.

Mr Connolly sought compensation for the financial loss of four months’ salary from his €50,000 per annum post as chief operating officer after he obtained alternative employment in September 2024.

He claimed his new job in a factory, for which he earned €42,975 per annum, involved a long commute and 12-hour shifts.

Counsel for the complainant, Aaron Shearer BL, said the public nature of Mr Connolly’s dismissal and reputational damage should also be taken into account in relation to his mitigation efforts.

The WRC heard that Mr Connolly was not the subject of any disciplinary measure during his time at the club.

However, Mr Shearer said the situation changed when a new owner, Brian Ainscough, took over the club in December 2023.

Evidence was heard that Mr Ainscough informed the complainant on February 26th, 2024, that he was being let go and to do what he had to do and leave.

Other than a text message from the owner the following day asking Mr Connolly to process payroll, the complainant had no further communication with the owner, while his three-month notice period was not discussed.

Mr Connolly said he was not told that he would be paid up to May 2024.

Under cross-examination by counsel for the club, Cillian McGovern BL, Mr Connolly confirmed that it was not explained to him why he was being let go.

Dundalk Town FC, which is now under new ownership after a takeover of the club was agreed by Mr Ainscough in September 2024, did not offer any evidence at the WRC hearing.

However, Mr McGovern argued that the complainant had not approached the matter of getting another job in a committed manner and claimed he had provided no evidence of reputational damage.

In her ruling, WRC adjudication officer, Kara Turner, noted that Mr Connolly’s contract provided for continuation of his employment until termination in accordance with the terms of the contract which outlined a notice period of three months.

It also provided a clause which allowed for summary dismissal in prescribed circumstances.

However, Ms Turner observed that such a clause was not invoked by the club in terminating Mr Connolly’s employment.

She ruled that Dundalk Town FC had not established substantial grounds for his dismissal and there was no conduct by the chief operations officer or any other issue that warranted the termination of his employment in the manner it occurred.

Ms Turner ordered the club to pay compensation of €16,667 as the “just and equitable” award for Mr Connolly’s financial loss.

It is the second unfair dismissal case that the club has lost after the WRC ordered it in January to pay almost €53,000 to its former captain and ex-head of football operations, Brian Gartland, who was fired after making a protected disclosure about concerns for the safety of players.

Mr Gartland, made over 250 appearances for the club as a player winning 16 major honours including five premier division titles, received compensation totalling €64,434 overall for the unfair dismissal and other breaches of employment legislation including a failure to pay wages and be given a written contract.