While taking account of the functions and discretion of the Director General and the Adjudication Officers appointed under the Workplace Relations Act 2015, the Commission points out that the publication of decisions on proceedings taken under the Employment Equality Acts (EEA) and the Equal Status Acts (ESA) is not covered by the requirement of anonymity applied to cases under other legislation under the Workplace Relations Act.

The Irish Human Rights and Equality Commission considers that the publication of decisions under the EEA and ESA in a way that identifies those employers and service providers who have been found to engage in discrimination and/or harassment is a significant element in ensuring the effectiveness of the legislation.

This does not affect the need for the adjudication hearings to be held in private or entitlement of the parties in an equality case to make representations on whether a decision should be published anonymously.