Form 36A - Notice Of Motion For Relief Under S. 11 Unfair Dismissals (Amendment) Act, 1993
This form is a legal notice filed with the Irish court system to request relief for unfair dismissal under Section 11 of the Unfair Dismissals (Amendment) Act, 1993. It should be used when an employee believes they have been dismissed unfairly and seeks legal remedies through the courts.
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Form 36A - Notice Of Motion For Relief Under S. 11 Unfair Dismissals (Amendment) Act, 1993
This form is a legal notice filed with the Irish court system to request relief for unfair dismissal under Section 11 of the Unfair Dismissals (Amendment) Act, 1993. It should be used when an employee believes they have been dismissed unfairly and seeks legal remedies through the courts.
Risk Radar
- The most common mistake is missing the 6-month deadline from the date of dismissal.
- Missing the 6-month deadline for filing
- Incomplete or inaccurate information about the dismissal
- Filing with the wrong court
- Not including sufficient evidence of unfair dismissal
Plain English
This form helps employees who think they were fired unfairly to ask the court for help. It's the first step in taking your unfair dismissal case before an Irish judge who can decide what should happen next.
Submission Date
- This form must be filed within 6 months of the date of dismissal, as mandated by the Unfair Dismissals Acts. Extensions are rarely granted, so prompt action is essential.
- Preparation window: collect IDs, supporting records, and signatures in advance.
- Final review: verify names, dates, and required fields before submission.
What this form is for
- • Use this form when you believe you were dismissed without fair reason or proper procedure
- • Use this form when seeking remedies like reinstatement or compensation
- • Use this form when your dismissal occurred within the last 6 months
- • Use this form when other dispute resolution methods have been exhausted
- • Do not use this form for constructive dismissal claims (different procedure)
Use this form or another form?
| Situation | Likely form | Why it matters | Check before you continue |
|---|---|---|---|
| Constructive dismissal claim | Form 14A | Different procedure for when you resigned due to employer actions | Check if your situation qualifies as constructive dismissal |
| Redundancy dispute | Form 1 (Redundancy Payments) | Different process for redundancy situations | Verify if your dismissal was truly redundant |
| Disciplinary appeal | Internal company procedures | First step before court action | Check company policy on appeals |
| Employment Equality claim | Form 10 (Equality Tribunal) | For discrimination-based dismissals | Confirm if discrimination was a factor in dismissal |
| Small claims employment dispute | Small Claims Court procedure | For claims under €2,000 | Verify your claim amount |
Deadline or filing window
This form must be filed within 6 months of the date of dismissal, as mandated by the Unfair Dismissals Acts. Extensions are rarely granted, so prompt action is essential.
Before you submit
- • Complete all sections of the form with accurate information
- • Include date of dismissal and employment details
- • Specify exact reasons why dismissal was unfair
- • Identify the specific relief being sought
- • Attach relevant evidence and supporting documents
- • Verify court fees have been paid
- • Ensure proper service on all relevant parties
How to file this form
- 1Obtain the correct Form 36A from the Courts Service website or court office
- 2Complete all sections with accurate details about your employment and dismissal
- 3Prepare supporting documentation and evidence of unfair dismissal
- 4File the form with the appropriate Circuit Court or Industrial Court
- 5Pay the required court fees
- 6Ensure proper service on your former employer
- 7Keep a copy of the filed form and proof of service for your records
Known limitations
- • This form cannot be used for claims outside the 6-month time limit
- • The court cannot award remedies not specified in Section 11 of the Act
- • The form does not cover all types of workplace disputes
- • Complex cases may require additional legal representation
- • The court may dismiss claims with insufficient evidence
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✦ Open in AI EditorCurrent Form Status
This form is current and valid for use, though employment law may be subject to periodic amendments that could affect specific requirements.
Agency: Courts Service of Ireland
What changed or needs a fresh check
- • Verify current court fees applicable to this form
- • Check if recent legislation has affected Section 11 remedies
- • Confirm if electronic filing is now available for this form
- • Ensure address details for court offices are current
- • Verify if supporting documentation requirements have changed
Quick Facts
Form Details
- Agency
- Courts Service of Ireland
- Category
- Other Court Forms
- Source
- Court Forms ↗
- Revision Date
- 19/02/26
Downloads
Form 36A - Notice Of Motion For Relief Under S. 11 Unfair Dismissals (Amendment) Act, 1993
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After you file
- • Keep track of court dates and correspondence
- • Prepare for potential court hearings
- • Gather additional evidence if requested by the court
- • Consider seeking legal advice if the case proceeds to hearing
- • Monitor for any responses from your former employer
- • Be prepared to attend mediation or settlement discussions
Source and verification log
- • Form issued by Courts Service of Ireland
- • Related to Unfair Dismissals (Amendment) Act, 1993
- • Specifically addresses relief under Section 11
- • Standard 6-month time limit for filing
- • Filed with Circuit Court or Industrial Court
- • Requires proper service on the employer
- • Not confirmed in official source: Current court fees amount
- • Not confirmed in official source: Exact electronic filing procedures
Common confusion points
7 things to watch for
- 1
Confusing the 6-month deadline with other employment claim timeframes
- 2
Not understanding the difference between unfair dismissal and wrongful dismissal
- 3
Uncertainty about which court has jurisdiction for the claim
- 4
Misidentifying the correct type of relief to seek
- 5
Confusion about proper service requirements on the employer
- 6
Not knowing what evidence is required to support the claim
- 7
Uncertainty about court fees and payment methods
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