The Workplace Relations Commission has a strict time limit for most complaints. Miss it and your claim is usually time-barred, even if the underlying issue is clear-cut. The most common mistake is starting the clock too late.
If you want the technical rules and calculator settings, see the Technical Reference page.
The Standard 6-Month Rule (and why the date matters)
Most WRC complaints must be lodged within 6 months of the date of the contravention. That is usually the date the thing happened, not the date you realised it happened (though some exceptions exist — for example, equality claims can run from the most recent incident in a series, and the WRC procedures recognise situations involving misrepresentation).
Typical claims covered by the 6-month limit include:
- Unfair dismissal
- Discrimination
- Payment of wages
- Organisation of Working Time issues
If the issue happened more than once, each instance can be treated as a separate contravention. That means one late instance does not save the earlier ones.
The 12-Month Extension (the bar is high)
The WRC can extend the limit to 12 months total if the complainant shows "reasonable cause". The burden is on the complainant.
The test for "reasonable cause" is fact-specific and decided case by case. The WRC has consistently applied a high bar. Arguments that have generally not succeeded include not knowing the WRC existed, trying to resolve matters informally first, or citing stress and workload. Arguments that may succeed tend to involve serious illness that prevented filing or an employer actively misleading someone about their rights — but outcomes vary and nothing is guaranteed.
Practical takeaway: assume you need to file within 6 months unless you have clear evidence of a genuine impediment. If you think you may have grounds for an extension, take advice early.
Different Acts, Different Clocks
Common statutory time limits include:
- Unfair Dismissals Acts: 6 months from the effective date of dismissal (usually the date the notice ends).
- Payment of Wages Act: 6 months from the date of the deduction or non-payment.
- Employment Equality Acts: 6 months from the most recent discriminatory act.
- Redundancy Payments Act: typically 52 weeks, though the statutory test differs from the standard WRC regime.
When Does the Clock Start?
The trigger date is usually the date the event occurs:
- Dismissal: the effective termination date (not the date notice is given).
- Wages: the date the payment should have been made.
- Discrimination: the date of the act (or last act in a series).
- Constructive dismissal: the date the employee resigns.
Practical Tips That Save Claims
- File early, even if you are still in employment.
- Keep evidence of your submission date.
- Do not wait for internal grievances to finish.
- If unsure, file and let the WRC decide jurisdiction.
Need to count the date? Use the calculator to confirm the last possible day.
Try it -> Open the calculator
Frequently Asked Questions
Q: Can I submit a complaint while still employed?
A: Yes. You do not need to wait for employment to end.
Q: What if my employer disputes the dismissal date?
A: The WRC will decide the effective date of dismissal, but you should file
as early as possible to avoid missing the deadline.
Q: Do weekends and public holidays extend the 6 months?
A: No. The 6 months is a calendar period. Weekends and public holidays do not
pause it.
Q: Can I add claims after submitting?
A: It depends. New claims may be out of time if they fall outside the limit.
Sources & Further Reading:
- WRC Procedures for Employment and Equality Complaints
- Citizens Information - Employment Rights Complaints
- Workplace Relations Act 2015
- Unfair Dismissals Acts 1977-2015
Last updated: 20 March 2026. This guide is for informational purposes only. Always verify deadlines with official sources before making critical decisions.
