Managing employee leave entitlements is a crucial aspect of compliance and employee well-being for businesses operating in Ireland. Irish employment law provides a framework of statutory minimum entitlements covering various types of leave, including annual holidays, public holidays, sick leave, and different forms of parental leave. Understanding these requirements is essential for employers to ensure they meet their legal obligations and maintain fair and consistent practices.
Compliance with these regulations helps foster a positive working environment and ensures that employees receive their statutory time off. Employers need to be aware of how leave accrues, payment obligations during leave, and the specific conditions attached to different leave types to effectively manage their workforce in Ireland.
Annual Vacation Leave
Employees in Ireland are entitled to paid annual leave. The minimum statutory entitlement is four working weeks per leave year for employees who work full-time. This entitlement is based on the amount of time an employee has worked.
Leave can be calculated in several ways, whichever is the greater:
- Four working weeks in a leave year where the employee has worked at least 1,365 hours in that year (unless it is a leave year in which they change employment).
- One-third of a working week for each calendar month in which the employee has worked at least 117 hours.
- 1.6 working hours for each 18 hours worked.
Part-time employees are also entitled to annual leave, calculated on a pro-rata basis according to the hours they work. Public holidays are separate from annual leave entitlement. Employers must ensure employees take their statutory annual leave within the relevant leave year or within six months of the end of that year.
Public Holidays
Ireland observes a number of public holidays throughout the year. For 2025, the standard public holidays are:
| Date | Holiday |
|---|---|
| January 1 | New Year's Day |
| March 17 | St. Patrick's Day |
| April 21 | Easter Monday |
| May 5 | May Day |
| June 2 | June Bank Holiday |
| August 4 | August Bank Holiday |
| October 27 | October Bank Holiday |
| December 25 | Christmas Day |
| December 26 | St. Stephen's Day |
| (Variable) | February Bank Holiday (St. Brigid's Day) |
Note: The February Bank Holiday is observed on the first Monday in February, unless St. Brigid's Day (February 1st) falls on a Friday, in which case it is observed on February 1st.
For each public holiday, eligible employees 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.
- A paid day off within a month of the public holiday.
The specific entitlement often depends on whether the employee normally works on the day the public holiday falls.
Sick Leave Policies and Pay
Ireland introduced a statutory sick pay (SSP) scheme, which is being phased in over four years. As of 2025, the entitlement is to five days of paid sick leave per year. This will increase to seven days in 2026 and ten days in 2027.
To be eligible for SSP, an employee must:
- Have worked for the employer for at least 13 weeks.
- Provide a medical certificate to their employer.
The statutory sick pay is paid by the employer at a rate of 70% of the employee's normal daily earnings, subject to a daily maximum threshold. The SSP year runs from the date the employee starts employment. Once an employee has exhausted their statutory entitlement, they may be eligible for Illness Benefit from the Department of Social Protection, provided they have sufficient PRSI contributions.
Parental Leave
Irish law provides several types of leave related to parenting, including maternity, paternity, and adoption leave.
Maternity Leave
Pregnant employees are entitled to 26 weeks of ordinary maternity leave, plus an additional 16 weeks of unpaid additional maternity leave.
- Ordinary Maternity Leave: 26 weeks, usually starting two to four weeks before the expected birth date.
- Additional Maternity Leave: Up to 16 weeks, taken immediately after ordinary maternity leave.
While maternity leave is not paid by the employer, eligible employees can apply for Maternity Benefit from the Department of Social Protection, subject to PRSI contributions.
Paternity Leave
Fathers and partners are entitled to two weeks of paternity leave within the first six months after the birth or adoption of a child.
- Paternity Leave: 2 consecutive weeks.
Similar to maternity leave, paternity leave is not paid by the employer, but eligible individuals can apply for Paternity Benefit from the Department of Social Protection, subject to PRSI contributions.
Adoptive Leave
One parent in a couple or a sole male adopter is entitled to 26 weeks of ordinary adoptive leave, plus an additional 16 weeks of unpaid additional adoptive leave.
- Ordinary Adoptive Leave: 26 weeks.
- Additional Adoptive Leave: Up to 16 weeks, taken immediately after ordinary adoptive leave.
Adoptive Benefit is available from the Department of Social Protection for eligible individuals.
Parental Leave
Separately from the above, parents are entitled to take unpaid parental leave to care for their children. The current entitlement is 26 weeks of unpaid leave per child, which can be taken up until the child's 12th birthday (or 16th birthday for a child with a disability or long-term illness). This leave can be taken as a continuous block or in smaller periods, subject to agreement with the employer.
Other Types of Leave
Beyond the main categories, Irish law and common practice recognise several other types of leave:
- Force Majeure Leave: Paid leave for urgent family reasons due to injury or illness of a close family member, where the immediate presence of the employee is indispensable. Limited to 3 days in 12 months or 5 days in 36 months.
- Bereavement Leave: While there is no statutory entitlement to paid bereavement leave, most employers provide a period of paid leave following the death of a close family member. The duration varies by employer policy.
- Jury Duty: Employees summoned for jury service are legally required to attend. Employers are not legally obliged to pay employees during jury service, but many do. Jurors may be able to claim loss of earnings from the state.
- Study Leave: There is no general statutory right to paid study leave, although some employment contracts or collective agreements may provide for it. Employees undertaking approved education or training may have specific entitlements under different legislation.
- Sabbatical Leave: This is typically a period of extended unpaid leave agreed between an employer and employee, often for personal development, travel, or rest. There is no statutory right to sabbatical leave.
