A Workplace Relations Commission (WRC) adjudicator has upheld the dismissal of a PwC senior associate who was found to have been working remotely from India for five weeks without his employer’s authorization. Adjudication officer Niamh O’Carroll ruled that the employee, Jasch Asher, was “the author of his own predicament” after he refused to return to his base in Dublin, Ireland, citing a desire to remain in India indefinitely.
The Discovery of Unauthorized Remote Work
The conflict at the Dublin-based firm began in November 2024 when Mr. Asher’s supervisor attempted to schedule an in-person meeting to discuss a performance improvement plan (PIP). According to submissions made by Melanie Crowley of Mason, Hayes & Curran on behalf of PwC, Mr. Asher declined the meeting with only 10 minutes’ notice, claiming he was “not in the office.”
When the supervisor questioned Mr. Asher’s attendance, the employee alleged he had a cold and claimed he had been in the office earlier that week. Following these interactions, and after Mr. Asher made allegations of bullying against his supervisor—which the supervisor denied—PwC initiated an internal audit of the employee’s access card data and internet traffic. The investigation revealed that Mr. Asher had been working from India since September 30, 2024, in violation of his contract and the firm’s policy, which limits overseas remote work to 30 days per year.
Disciplinary Procedures and Termination
On November 12, 2024, PwC HR officer Ciara O’Reilly held a conference call with Mr. Asher and his supervisor. During this call, the company formally suspended Mr. Asher for a disciplinary investigation. According to Ms. O’Reilly, Mr. Asher initially denied being in India, insisting he was working from his home in Dublin.
In subsequent correspondence, Mr. Asher admitted to working from India. He cited personal reasons, including the sale of his Dublin accommodation, for his inability to return. Despite multiple attempts by PwC to convene an in-person meeting, Mr. Asher refused to travel to Ireland, stating in a December 3, 2024, email: “It will be difficult for me to travel to Ireland for a meeting with an uncertain outcome.” Following this refusal, Ms. O’Reilly notified Mr. Asher that his employment was terminated effective immediately.
WRC Adjudication and Legal Precedent
In the hearing before the WRC in April 2025, Mr. Asher represented himself. He claimed that his supervisor had given him permission to work from India, though he acknowledged under cross-examination that no such authorization existed in written correspondence. He also disputed the claim regarding his landlord, stating he had returned to India for “family reasons.”
Adjudication officer Niamh O’Carroll dismissed the complaint under the Unfair Dismissals Act 1977. In her decision, she noted that the termination was a direct result of Mr. Asher’s refusal to comply with his contractual obligations. “The evidence establishes that he intended to remain in India indefinitely and wished to continue working remotely from there, notwithstanding the clear contractual requirement that he be based in Ireland,” O’Carroll wrote.
Frequently Asked Questions
Can an employer fire an employee for working from another country without permission?
Yes. If an employment contract stipulates a specific base of operations, unauthorized relocation to another country constitutes a breach of contract, as seen in the PwC case.
What is the typical limit for international remote work?
Policies vary by company. In the case of PwC, the policy allowed for a maximum of 30 days of overseas remote work per year.
Does a verbal agreement override a written contract?
In employment disputes, the burden of proof lies with the employee to show that a variation to the contract occurred. Without written evidence or corroborating testimony, verbal claims of permission are rarely accepted by tribunals.
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