Ireland (IE)
Ireland is a parliamentary republic and island nation on the western edge of Europe — the only English-speaking country in the Eurozone — celebrated for its warmly welcoming culture and legendary pub life, dramatic Wild Atlantic Way coastline and emerald green rolling countryside, a remarkable literary tradition from Joyce to Beckett, and its role as the European headquarters for the world's leading technology companies including Google, Apple, Meta, Microsoft, and LinkedIn.
Employment Rights
Sick leave, dismissal protection and red flags in Ireland.
Ireland has strong employment law protections, largely aligned with and in some areas exceeding EU directives. Key legislation includes the Employment Equality Acts, Organisation of Working Time Act, Unfair Dismissals Act, Minimum Notice Act, and the Workplace Relations Act. The Workplace Relations Commission (WRC) at workplacerelations.ie is the single body for employment complaints and mediation. Unfair dismissal protections apply after 1 year of continuous service — a critical threshold.
Sick leave
Rules: Since 2022, Ireland introduced a statutory sick pay scheme. In 2026, employees are entitled to 5 days of statutory sick pay per year (the planned increase to 10 days was paused by the government in April 2025 citing business concerns; the entitlement remained at 5 days). Paid at 70% of normal wages (max €110/day). Requires 13 weeks of continuous employment to qualify. After the statutory sick pay period, or if the employer's scheme is more generous, that applies. After exhausting sick pay, Illness Benefit from DSP is payable from day 4 of incapacity (after 3 waiting days).
Doctor note: A medical certificate from a GP is required from day 1 in most Irish employment contracts. Some employers allow self-certification for up to 2 days. Always check your specific employment contract.
Employer pay: 70% of normal daily earnings (max €110/day) for the statutory sick pay entitlement. Many employers, particularly multinationals and public sector, operate enhanced occupational sick pay schemes paying full salary for extended periods.
Long-term: After 3 waiting days: Illness Benefit from DSP (up to €254/week from January 2026 at the personal maximum rate; actual amount depends on PRSI record and average weekly earnings) for up to 2 years. After 2 years: Invalidity Pension for those who cannot return to work. Partial Capacity Benefit available for those returning to work with reduced capacity.
Dismissal protection
Law: Unfair Dismissals Act 1977 (as amended). After 1 year of continuous service, an employee can only be dismissed for a valid reason (conduct, capability, redundancy, or another substantial ground). The employer bears the burden of proving the dismissal was fair. WRC adjudication (free) within 6 months of dismissal. Compensation: up to 2 years' remuneration for unfair dismissal.
Deadline to sue: 6 months from dismissal (extendable to 12 months in exceptional circumstances). Adjudication claims at workplacerelations.ie.
Probation
Probationary periods of 3–6 months are standard in Irish employment contracts. The statutory maximum probationary period is 12 months (increased from 6 months in 2023 under EU Directive 2019/1152). During probation, the employer can terminate employment with shorter notice. Unfair dismissal protections do NOT apply during the first 12 months (except for certain categories: trade union activity, pregnancy, protected disclosures). After 12 months, full unfair dismissal protections apply.
Notice periods
Minimum Notice: 1 week (13 weeks–2 years service); 2 weeks (2–5 years); 4 weeks (5–10 years); 6 weeks (10–15 years); 8 weeks (over 15 years). Employment contracts often specify longer contractual notice (1–3 months for professional roles). Payment in lieu of notice is common. Employees with statutory redundancy rights receive a lump sum of 2 weeks per year of service + 1 bonus week.
Working time
Max hours: 48 hours per week (averaged over a reference period, typically 4 months) under the Organisation of Working Time Act. Workers can agree to work more but cannot be compelled. Rest periods: 11 consecutive hours between working days.
Min rest: 11 consecutive hours rest between working days; 24 consecutive hours rest per 7-day period (or 48 hours per 14-day period). Break: 15 minutes after 4.5 hours, 30 minutes after 6 hours.
Overtime: There is no statutory right to a premium rate for overtime in Ireland — it depends on the employment contract. Many contracts specify time-and-a-half or double-time for overtime. Some contracts simply specify total hours per week with overtime included in salary.
Vacation
Minimum 4 weeks (20 days) annual leave per year for full-time employees. Accrual method: 8% of hours worked (max 4 weeks) OR 4 weeks minimum. Plus 10 statutory public holidays per year. Part-time employees accrue leave proportionally. Annual leave may be taken by agreement with employer. Leave cannot be withheld — carried over rights apply if leave cannot be taken due to illness or maternity leave.
Anti-discrimination
Employment Equality Acts 1998–2015 prohibit discrimination on 9 grounds: gender, civil status, family status, age, disability, race, religion, sexual orientation, and membership of the Traveller community. The Workplace Relations Commission handles employment discrimination complaints. The Irish Human Rights and Equality Commission (IHREC) supports enforcement and policy development.
Contract red flags
- !Paying cash in hand with no payslip — all employees are entitled to a payslip and the employer must deduct PAYE/PRSI/USC and remit to Revenue
- !No written contract — while legal contracts can be verbal, written contracts are strongly advisable; you are entitled to a statement of core employment terms within 5 days of starting
- !Zero-hours contracts — these are heavily regulated in Ireland since the Employment (Miscellaneous Provisions) Act 2018; banded hours rules apply after 3 months
- !Non-compete clauses that are unreasonably broad — Irish courts apply a reasonableness test; non-competes must be limited in scope, duration, and geography
- !Misclassification as self-employed when actually in an employment relationship — "bogus self-employment" is illegal and carries significant Revenue and PRSI implications
- !No provision for public holidays or annual leave — all employees are entitled to these regardless of what the contract states
- !Excessive penalty clauses for early departure or repayment of training costs — must be proportionate and reasonable
- !Employment permits tied to employer: for Critical Skills Employment Permit holders, changing employer before 12 months requires a new permit application — understand permit limitations before signing
Employment Rights
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