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Last updated on: October 4th, 2024

Labor Requirements

The Labour Law in Ireland is regulated mainly by the Organization of Working Time Act, 1997. The Act governs the terms and conditions of employment such as working hours, holidays and rest periods, wages, overtime, employment relationships. The other acts that govern employment relationships are the Maternity Protection Act, 1994, Adoptive Leave Act, 1995, etc.

Hours & Pay Regulations

Normal Working Hours

An employer may not permit an employee to work, in each period of seven days, more than an average of 48 hours, calculated over a four-month averaging period. Organization of Working Time Act, 1997, No. 20, §§ 18.

 Reference period does not exceed –

      • 4 months, or
      • 6 months in cases where the employee is engaged in activities where it would be impractical to apply a 4 month reference period or if such length of time is specified in the collective agreement of the employee etc.

The days or months comprising a reference period shall be consecutive days or months, subject to the below conditions. The reference period shall not include –

        • any period of annual leave granted to the employee only to the extent it does not exceed the minimum period of annual leave allowed by the legislation;
        • any leave taken due to maternity or adoption reasons; or
        • any sick leave is taken by the employee concerned.

In case of an employee is engaged in an activity, the daily working hours of which vary on a seasonal basis, or employee is employed in work of continuous nature, etc, where 4 or 6 months reference period cannot be applied, in such cases, a collective agreement for the time being in relation to the employee concerned can be agreed, which shall include the length of time which can be more than 4 or 6 months but in no case may be more than 12 months.

 

“Working time” is defined to include only that time that the employee is at work or at the employer’s disposal and is actually working, meaning rest breaks are not included in the calculation.

 

Banded Hours 

A banded contract gives an employee the right to work an average of the hours in a specified band for 12 months. There are 8 bands covering a certain number of hours per week. When an employment contract does not accurately provide the average hours an employee works per week over a 12 month period,  in such cases an employee will become entitled to a banded contract.

 

Band of Weekly Working Hours

            • Band A – 3 hours or more to less than 6 hours
            • Band B – 6 hours or more to less than 11 hours
            • Band C – 11 hours or more to less than 16 hours
            • Band D – 16 hours or more to less than 21 hours
            • Band E – 21 hours or more to less than 26 hours
            • Band F – 26 hours or more to less than 31 hours
            • Band G – 31 hours or more to less than 36 hours
            • Band H – 36 hours and over.

Recording Requirement

An employer shall maintain in each place of business operated by the employer, a correct record consisting of employee’s working hours, wages, payroll records, etc of each of his/her employees at or in connection with that place of business for a period of not less than 3 years from the date of their making. Organization of Working Time Act (OWTA), 1997 § 25.

Overtime

Employers are not required to pay employees higher rates for overtime work unless agreed between employer and employee otherwise.

Night Work

An employer may not require a night worker to work more than an average of eight hours in each 24 hour period, calculated over a two-month reference period or a longer period if it is part of a collective agreement. The term “night time” is defined by the OWTA as the period between midnight and 7:00 a.m., and “night worker” is defined as an employee who normally works at least three hours during night time and at least 50 percent of his or her total working hours for that year during night time. Organization of Working Time Act (OWTA), 1997 § 16.

Breaks

Employees are entitled to a 15-minute break after four and one-half hours of continuous work, and to a break of at least 30 minutes after six hours of work. The 30-minute break may include the 15-minute break referred to above. Organization of Working Time Act (OWTA), 1997 § 12.

 

Daily Rest

Employees are entitled to a daily rest period of at least 11 consecutive hours in each period of 24 hours during which he or she works for his or her employer. Organization of Working Time Act (OWTA), 1997 § 11.

 

Weekly Rest

In each period of seven days, they also are entitled to a rest period of at least 24 consecutive hours, which should be preceded immediately by the daily rest period. If the employer is unable to provide a day off during a particular week, the requirement is satisfied if, during the following week, two days off are granted. Once again, if the two days off are granted consecutively, they must be preceded by the daily rest period. If the two days are granted separately, each one must be preceded by the daily rest period. Unless otherwise provided in the employment contract, the weekly rest period must include a Sunday. Organization of Working Time Act (OWTA), 1997 § 13.

Sunday Work

An employee who is required to work on a Sunday must be compensated for having to do so unless this otherwise has been taken into account in determining the employee’s rate of pay. The OWTA allows compensation to be paid in the form of a reasonable “allowance,” by increasing the rate of pay by a reasonable amount, by allowing paid time off work, or by a combination of two or more of these methods. Organization of Working Time Act (OWTA), 1997 § 21.

Public Holidays

Employees are entitled to 10 paid holidays:

  • Jan. 1: New Year’s Day
  • Saint Brigid’s Day – First Monday in February or February 1st if the date falls on a Friday
  • March 17: St. Patrick’s Day
  • Easter Monday
  • First Monday in May, June, and August
  • Last Monday in October
  • Dec. 25: Christmas Day
  • Dec. 26: St. Stephen’s Day

Holidays that fall on a weekend are not moved and employees are not entitled to the next working day off. Employees who are required to work on a public holiday are entitled to one of the following:

  • A paid day off on the public holiday;
  • An additional day of annual leave;
  • An additional day’s pay (double time); or
  • A paid day off within a month of the public holiday.

If an employer fails to specify which form of benefit will be offered within 14 days of the public holiday, the employee is entitled to take a paid day off for that day. Organization of Working Time Act, 1997, No. 20, § 21.

Annual Leave

Every employee is entitled to paid annual leave, equal to whichever of the following periods is greater:

  • Four working weeks for a leave year in which the employee works at least 1,365 hours (unless it is a leave year in which there is a change of employment) ;
  • One-third of a working week for each month in the leave year in which the employee works at least 117 hours; or
  • 8% of the hours the employee works in a leave year (subject to a maximum of four working weeks).

All employees, not just those who normally are expected to work more than eight hours per week, are entitled to annual leave. If an employee has worked eight or more months in a leave year, then leave normally must include an unbroken period of two working weeks.

 

The annual leave of an employee who works eight or more months in a leave year must include an unbroken period of two weeks. An employee can carry over unused leave for six months or if the employer agrees indefinitely. Employers may provide more than the statutory minimum annual leave. An employee is entitled to be paid in advance of taking annual leave, at the normal weekly rate or, as the case may be, at a rate that is proportionate to the normal weekly rate.

 

An employee, who due to illness cannot take annual leave during the relevant leave year or the normal carryover period of 6 months, is entitled to an extended carryover period of 15 months after the leave year to take their accrued annual leave.

 

Termination of Employment

An employee whose employment terminates shall be paid as compensation for the loss of that annual leave, by his or her employer an amount equal to the pay, calculated at the normal weekly rate or, as the case may be, at a rate proportionate to the normal weekly rate, that he or she would have received had he or she been granted that annual leave. Organization of Working Time Act, 1997, No. 20, §§ 19, 20, 23, and Workplace Relations Act 2015, § 86.

Special Leave

Parental Leave

Duration of Parental Leave – Employees are entitled to unpaid leave for up to 26 weeks (calendar weeks where 1 calendar week = 7 days) for each eligible child until the child reaches the age of 12.

 

Eligibility Criteria – An employee must be working for their employer for a year before they are entitled to parental leave. The employee who has been working for the employer for more than 3 months but less than one year can also take pro-rata parental leave.

 

Usage of Leave: An employee can take leave either one continuous period, or in maximum 2 blocks of leave, where each one of the 2 is of at least 6 weeks each. There must be a gap of at least 10 weeks between the 2 periods of parental leave per child unless the employer agrees to take the leave differently.

 

The employee can take the parental leave into working days or hours (or a combination of both) if the employer agrees, including even scenarios where the employee takes one day of parental leave a week until the entire 26-week allowance is used up.

 

Notice RequirementAn employee shall give at least 6 weeks of notice before taking the leave.

 

Transfer of leave – If both the parents work for the same employer, a parent can transfer 14 weeks of parental leave entitlement to another parent if there is an agreement between the employee and the employer.

 

Parents of each child are entitled receive 26 weeks of parental leave.

 

Parental Leave for Multiple Children- If an employee has more than one child, they are entitled to take up to 26 weeks of parental leave within a 12-month period. However, this duration may be extended if the employer agrees to provide additional leave.

 

Parental Leave for Twins or Triplets- For parents of twins or triplets, the leave entitlement differs. They can take more than 26 weeks of parental leave in a 12-month period due to the added responsibilities of caring for multiple children born at the same time.

 

Parent’s Leave

Duration of Leave – Parent’s leave entitles each parent to 9 weeks’ leave during the first 2 years of a child’s life, or in the case of adoption, within 2 years of the placement of the child with the family.

 

The leave period remains the same in the case of multiple births. Parent’s leave is available to both employees and people who are self-employed.

 

Pay Benefits – An employee will be entitled to receive parent’s leave benefits if they have made sufficient PRSI contributions.

 

Parent’s Benefit is only paid once for both single and multiple births. For example, if the employee has twins or adopts 2 children at the same time, they will be entitled to receive one payment benefit.

 

Usage of Leave – This leave can be taken either as one continuous period of 9 weeks or as separate weeks. The leave is non-transferable between parents, except in specific circumstances such as the death of one parent. During parental leave, employees remain entitled to annual leave and any public holidays that occur during this period.

 

Notice Requirement – Employees are required to notify their employer of their intention to take parent’s leave, including the intended start and end dates, at least 6 weeks in advance. Additionally, they must apply for Parent’s Benefit at least 4 weeks before the commencement of their parent’s leave.

 

Hospitalization of a child – If the child is hospitalized, the employee can delay their parent’s leave and parent’s benefit but must start both within 7 days of the child’s discharge.

 

Death of a child – If the child dies within the first year of birth or adoption, employees are still entitled to take their parent’s leave and parent’s benefit. Parental Leave Amendment Act 2019 § 3 – 8.

Maternity Leave

Female employees are entitled to 26 consecutive weeks of maternity leave, regardless of their length of service. There is no obligation on an employer to pay an employee on maternity leave. The employee may, however, be entitled to state social welfare payments. An employee is entitled to 16 additional weeks of unpaid maternity leave carrying no entitlement to social welfare payments. Employees are also entitled to paid time off during working hours for pre­ and postnatal medical appointments. An employee who is breastfeeding is entitled to time off work or a reduction of working hours without loss of pay.

 

The minimum period of maternity leave shall commence on such a day as the employee selects, which shall not be later than four weeks before the end of the expected week of delivery, and shall end on such a day as she selects, being not earlier than four weeks after the end of the expected week of delivery. Maternity Protection Act, 1994, No. 34, §§ 7 ­- 17.

 

Breastfeeding Break – An employee who has given birth to a child and is breastfeeding shall be entitled to either reduced working hours or paid breastfeeding breaks for a period of 104 weeks. Employees who are breastfeeding are entitled to a period of up to 104 weeks post-birth to either of the following:

      • Paid time off work as a break for the purposes of breastfeeding in their place of work for 1 hour each working day. The daily paid time off can take the form of one break of 60 minutes or shorter breaks which together make up 60 minutes, as agreed between the employer and employee; or
      • A reduction in working hours by 1 hour each working day without loss of pay for the purposes of breastfeeding outside of their place of work. The reduction in working hours without loss of pay can take the form of one period of 60 minutes or shorter periods which together make up 60 minutes, as agreed between the employer and employee.

Employers are obliged to provide appropriate facilities in the workplace to enable a breastfeeding employee to return to work.  

 

The Act also extends this right to transgender men who have given birth and are breastfeeding. Part-time employees who are breastfeeding are entitled to breaks or a reduction in their working hours for the purposes of breastfeeding on a pro-rated basis.

Paternity Leave

Working fathers are entitled to two weeks of paternity leave. The employer is not required to pay an employee on paternity leave, although he may be eligible for social insurance benefits. The leave is open to all fathers, including same-sex couples and those adopting. The leave can be taken at any time in the 26 weeks following the birth of the child (or placement in the case of adoption). Four weeks’ notice must be given to the employer before taking the leave. Paternity Leave and Benefits Act, 2016, §§ 6-­8.

 

Sick Leave

Employee shall be entitled to 5 days of paid sick leave per year. An employee is entitled to SSP from their employer in respect of each statutory sick leave day. Statutory sick leave days may be taken consecutively or non-consecutively. An employee will have to provide a medical certificate from a registered medical practitioner stating that they are unable to work. The duration will increase to 7 days in 2024, and 10 days in 2025. Employees shall be entitled to a daily rate of payment as prescribed under the Act in respect of statutory sick leave. Under the Act, SSP will be paid at 70% of regular earnings up to €110 per day.

 

Adoption Leave

An adopting mother or sole adopting father is entitled to 24 weeks adoption leave. Employees taking this leave may be entitled to receive social welfare payments provided sufficient social insurance contributions have been made.

 

All adopting employee couples will be able to choose which parent may avail of adoptive leave, including male same-sex couples who were previously not part of the regulation.

 

Employees are entitled to an additional unpaid adoption leave of 16 weeks, for which no social welfare payments are available. Adopting parents are entitled to paid time off to attend preparation classes and pre-­adoption meetings with social workers required during the pre­-adoption process.  Adoptive Leave Act, 1995, No. 2, §§ 6-­9.

 

Carer Leave

Employees are entitled to leave their jobs for a period of 104 weeks in order to care for someone in need of full­-time care and attention. An employee on caregiver’s leave may also, on one occasion only, apply to extend leave for a further 104 weeks were two beneficiaries of care are residing together. In such circumstances, the second period shall commence on the date that the deciding officer grants the extension of leave. Accordingly, such an eligible employee may take 208 weeks of caregiver’s leave. Caregivers are not entitled to be paid by employers while on caregiver’s leave but will have their jobs kept open for them for the duration of the leave. Employees must have 12 months’ continuous service with an employer to be eligible to apply for caregiver’s leave. Caregiver’s leave may be taken in a block of up to 104 weeks or in a series of lesser periods not exceeding an aggregate of 104 weeks and subject to a minimum of 13 weeks. Carer’s Leave Act, 2001, No. 19, §§ 6-­9.

 

Leave for Medical Purposes

Employees are entitled to unpaid leave for up to 5 days in any period of 12 consecutive months for the purposes of providing personal care or support to persons. Such persons include the child, spouse, civil partner, cohabitant, parent, grandparent, sibling, or housemate of the employee who is in need of significant care or support for a serious medical reason. An employee does not need to have met a particular service requirement before they are entitled to take leave for medical care purposes. Absence for part of a day is counted as one day of leave for medical care purposes.

 

If an employee has taken or intends to take leave for medical care purposes, they must confirm the same with their employer as soon as reasonably practicable. The employee must provide signed confirmation in writing to their employer stating the date that the leave commenced or will commence its duration, and the facts entitling the employee is entitled to take leave for medical care purposes. Employers are entitled to request evidence as to an employee’s relationship with the person for whom they take leave for medical care purposes, the nature of the care or support that is required, and evidence relating to the need of the person for whom the leave was taken, such as a medical certificate.

 

Force Majeure Leave

An employee may leave work when his or her immediate presence is indispensable due to the injury or illness of certain close relatives. Such leave is subject to a maximum of three days in any one year or five days in any three-year period and is paid for by the employer. Force majeure leave does not give any entitlement to leave following the death of a close family member.

 

Health & Safety Leave

Health and safety leave applies to pregnant employees, employees who have recently given birth, and employees who are breast­feeding. The employer must carry out a risk assessment on the health and safety of these employees, and if a risk is discovered preventive measures cannot eliminate that, the working hours or conditions should be adjusted, or the employee should be provided with other suitable work. If none of these options is feasible, the employee is entitled to health and safety leave, which will be paid at a normal rate of wages by the employer for the first 21 days. Thereafter, the employee may be entitled to receive social welfare payments.

 

An employee’s eligible period is considered to have ended if the employee becomes entitled to maternity benefits, 4 weeks have passed since the birth of the child, in case of breastfeeding 26 weeks have elapsed since the childbirth or there is no longer a risk to the health of the employee.

 

Bereavement Leave
A qualifying employee is entitled to 2 weeks’ paid bereavement leave, with the minimum period of leave being one week. This means that the employee can take only one week, two periods of one week each, or two weeks’ consecutive leave. If employees lose more than one child, they are entitled to 2 weeks’ paid bereavement leave in respect of each child. This includes situations where the children have died at the same time.
The leave can be taken at any time within a period of 56 weeks beginning with the date the child died, which allows for employees to take time off around difficult periods such as the child’s birthday or the anniversary of their death.
Disclaimer: The material provided above is for informational purposes only and is subject to change. We endeavor to keep all material up-to-date and correct but make no representations about the information's completeness, accuracy, or reliability. Laws vary by jurisdiction and are subject to change and interpretation based on individual factors that may differ between organizations. The material is not meant to constitute legal advice and we suggest you seek the advice of legal counsel in connection with any of the information presented.