Beshoffs Faces WRC Claim Over Denied Wedding Leave

A counter assistant at Dublin chipper chain Beshoffs has brought a race discrimination claim before the Workplace Relations Commission, alleging she was treated like “rubbish” and refused annual leave for her own wedding. Zerha Fidan, a Turkish national employed at the brand’s Clontarf outlet in Dublin 3, claims that operator Glendalon Ltd breached the Employment Equality Act 1998 by favouring European Union nationals over non-EU workers. The allegations were detailed at a formal hearing before an adjudication officer, where the operating company formally contested the complaint. No ruling has been delivered in the case to date.

Allegations of Preferential Treatment for EU Staff

Ms Fidan, who commenced employment with the seafood chain in November 2022 shortly following her arrival in Ireland, claims that non-EU employees faced inferior conditions at the restaurant. Her legal representatives argued before the tribunal that the business subjected her to discriminatory treatment specifically on the grounds of race. According to her evidence, European Union nationals working for the company were granted better rates of pay, preferential shift allocations, and priority when booking time off. Ms Fidan also told the adjudication hearing that two colleagues, comprising one supervisor and another employee carrying out supervisor duties, performed the exact same job as she did.

The claims highlight the strict legal framework governing employment practices across the Irish service sector. Under the Employment Equality Acts 1998 to 2015, employers operating in Ireland are strictly prohibited from discriminating against staff on nine protected grounds, including race, nationality, and ethnic origin. These statutory protections cover virtually all aspects of the employment relationship, ranging from rates of remuneration and the distribution of working hours to the allocation of annual leave entitlements. Where a prima facie case of unlawful discrimination is established, the burden shifts to the respondent organisation to justify its actions.

Repeated Requests for Wedding Leave

Central to Ms Fidan’s complaint is the handling of her application for annual leave to attend her own wedding ceremony. The complainant gave evidence that she approached her manager in November 2024 after becoming engaged, verbally requesting time off scheduled for September the following year. In response to her initial request, Ms Fidan testified that her manager merely remarked: “Oh, you didn’t invite me.” Seeking to formalise the arrangement well in advance, she subsequently submitted a written application in February 2025.

That formal request sought four weeks of total leave for the planned September wedding, structured as a fortnight of statutory annual leave alongside two weeks of unpaid leave. Having received no reply from the store manager, Ms Fidan subsequently wrote directly to the general manager of the enterprise, Bridget Starbuck, in an attempt to secure confirmation. When asked during the Workplace Relations Commission hearing how she felt after receiving no reply from the general manager, Ms Fidan stated: “Rubbish.”

The sought leave was never granted by the employer, the hearing heard. Ms Fidan told the adjudicator that she was subsequently informed by the shop manager that another staff member had booked time off that clashed directly with the proposed dates for her wedding. The restaurant group disputes the discrimination claim.

Immigration Constraints and the Workplace Relations Commission

Ms Fidan informed the WRC that her specific immigration circumstances severely limited her ability to walk away from the dispute. She told the hearing that she remained unable to resign from her post at the Clontarf takeaway, even after the refusal of leave for her wedding, because her Irish residency entitlements were directly tied to her employment status. This dynamic left her feeling trapped within the role while attempting to assert her statutory workplace rights.

The Workplace Relations Commission serves as Ireland’s independent statutory body for resolving workplace grievances, investigating disputes, and adjudicating on alleged statutory contraventions. As the adjudicator considers the evidence presented by both parties under the Employment Equality Act, the restaurant group maintains its complete denial of the allegations. A formal written determination outlining the adjudication officer's findings is expected to be issued to the parties in due course.