OUTLINE
Annual leave policy in Ireland
Maternity and paternity leave in Ireland
Adoption leave in Ireland
Other leave in Ireland
Public holidays in Ireland
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Ireland paid time off
Offering paid time off and other flexible policies can help with your talent attraction and retention efforts in Ireland. This also reflects to your company’s commitment to supporting employee well-being and fostering positive work environment.
In this guide, we will explore the paid time off policies and leave in Ireland so you can provide the necessary benefits employees are entitled to and mitigate legal risk.
Annual leave policy in Ireland
What is the annual leave policy in Ireland?
Employees in Ireland are entitled to four weeks of paid annual leave. The annual leave policy for employees is governed by the Organisation of Working Time Act, 1997. This legislation grants annual leave to all employees, including full-time, part-time, temporary, and casual workers.
Employees’ holiday entitlements in Ireland are typically calculated based on one of the following methods:
- 8% of the hours an employee works in a leave per year (up to a maximum of 20 working days).
- One-third of a working week per calendar month for employees who work at least 117 hours per month.
Employers in Ireland are obligated to provide annual leave entitlement to their employees as outlined in the legislation.
Standard sick leave policy in Ireland
The statutory sick leave in Ireland is 5 days as of January 1, 2024. This means that employees are entitled to up to 5 days of paid leave per year if they are unable to work due to illness or injury. The standard sick leave policy in Ireland is regulated by the Statutory Sick Leave Scheme under the Organisation of Working Time Act, 1997.
Here are the things you need to keep in mind about the sick leave policy in Ireland:
- The paid sick leave entitlement is triggered by the employee’s first statutory sick leave day.
- Sick leave can be taken on consecutive or non-consecutive days.
- The statutory sick pay has a maximum limit of 110 EUR per day.
- Any unused sick leave expires at the end of the calendar year, and the sick pay year runs from January 1 to December 31.
Workers must be employed for at least 13 weeks before they claim a statutory sick leave. While the statutory sick leave is 5 days, companies can opt to offer a more generous sick pay policy for their employees.
Public holidays in Ireland
Employees in Ireland have the right to 10 public holidays annually, regardless of whether they work full-time or part-time. When public holidays occur on a weekend, they are typically rescheduled to a weekday as a day off in place of the original date. If a public holiday falls on a day when an employee would normally work, they are entitled to a paid day off, a paid day off within a month, an additional day of annual leave, or an additional day’s pay.
Unpaid leave policy in Ireland
There is no automatic unpaid leave entitlement under Ireland’s employment law. In general, the unpaid leave policy in Ireland allows employees to take unpaid time off work for various reasons. The employer and employee agree on the length of unpaid leave, with the understanding that the employee will return to work on a specific date, and the employer will hold the employee’s job open until that date.
Meanwhile, there is one specific provision for unpaid leave covering medical care. As of July 3, 2023, employees in Ireland have the entitlement to take up to five days of unpaid leave in any period of 12 consecutive months for the purpose of providing medical care or support to specific persons as specified in the legislation. This provision aims to support employees who need to attend to serious medical care for a child or another relevant person, such as a family member.
Maternity and paternity leave in Ireland
How long is maternity leave in Ireland?
In Ireland, employees have the right to take 26 weeks or 156 days of maternity leave if they become pregnant, followed by the option to take up to 16 weeks of unpaid leave. This right applies regardless of whether the employee is working full-time, part-time, or in a casual capacity. Employees are also entitled to take at least two weeks of maternity leave before the end of the week of the expected birth of their baby, and at least four weeks after.
The eligibility for paid maternity leave in Ireland is tied to the worker’s contributions to Pay Related Social Insurance (PRSI). To qualify for maternity benefits, an individual must have paid sufficient PRSI contributions in the relevant tax years leading up to the claim for the benefit. Specifically, to be eligible for maternity benefit, the individual must:
- Have at least 39 weeks of PRSI paid up to the end of the 12th week, before the expected week of childbirth. Employees who have maintained their PRSI contributions are entitled to avail of paid maternity leave benefits provided by the Department of Social Protection.
- At least 39 weeks of PRSI have been paid since the start of employment, and at least 39 weeks have been paid or credited in the relevant tax year or the tax year immediately following the relevant tax year.
- At least 26 weeks of PRSI were paid in the relevant tax year, and at least 26 weeks of PRSI paid in the tax year immediately before the relevant tax year.
The weekly standard rate of the maternity benefit is 274 EUR.
Extended maternity leave in Ireland
After the initial 26 weeks of paid maternity leave, working mothers in Ireland have the option to take 16 weeks of additional unpaid maternity leave. During this unpaid period, employees are not entitled to receive payment from their employer or the Department of Social Protection. However, employees are still protected by employment rights and are entitled to return to their job after the additional maternity leave period.
How long is paternity leave in Ireland?
Paternity leave in Ireland allows new parents to take 2 weeks off from work, which applies to both employed and self-employed individuals. The leave can be taken at any time within the first 6 months after the birth of the baby. Fathers can also take paternity leave when adopting a child.
The Paternity Leave and Benefit Act 2016 provides the legal framework for paternity leave in Ireland. The Act allows for two weeks of leave to be taken by a “relevant parent,” which typically refers to fathers, but can also include same-sex couples. Employers are required to keep records of their employees’ paternity leave and must retain these records for a minimum of 8 years.
The paternity leave benefit, which consists of 274 EUR per week, is available for two consecutive weeks. Individuals covered by PRSI are eligible for this benefit.
Parental leave benefits in Ireland
Each parent in Ireland has the right to 7 weeks of leave during the first two years of a child’s life. The entitlement for parents is the same in the case of adoption, which must be within two years of the placement of the child following adoption. To be eligible, employees must have completed at least one year of employment and must submit a written request for parental leave to their employer at least six weeks prior to the desired start date.
Parent’s Benefit is a scheme available in Ireland that provides a payment to parents who take parental leave from work. It was introduced on November 1, 2019. To qualify for Parent’s Benefit, individuals must have sufficient social insurance (PRSI) contributions. Parental leave can be taken for 26 weeks continuously or can be divided into shorter periods with the agreement of the employer.
Is there an age limit for parental leave in Ireland?
In Ireland, there is no age limit for parents to take parental leave. However, they must take the parental leave before their child is 12 years of age, or 16 years of age in the case of a child with a disability or long-term illness.
Adoption leave in Ireland
Adoption Leave Act in Ireland
The Adoption Leave Act in Ireland is the legislation that entitles female employees, and in certain circumstances, male employees, to take employment leave for the purpose of child adoption. The Act also extends the protection against unfair dismissal conferred by the Unfair Dismissals Act, 1977, and provides for related matters.
How long is adoption leave in Ireland?
The adoptive parent or nominated adoptive parent who is employed is eligible for a minimum of 24 consecutive weeks of adoptive leave, starting on the day the child is placed with them. They can also receive up to 16 weeks of additional adoptive leave.
During adoptive leave, the adoptive parent may be eligible for the Adoptive Benefit, which is a payment made to the parent who is on adoptive leave and covered by social insurance (PRSI). The Adoptive Benefit is paid at a rate of 274 EUR per week for 24 weeks.
Other leave in Ireland
Employees in Ireland are entitled to different types of leave from work, in addition to annual leave and sick leave. Some common types of leave entitlements for employees in Ireland are as follows:
Bereavement leave in Ireland
There is currently no statutory entitlement to bereavement leave in Ireland. However, it is a common practice for employers to offer some form of bereavement leave as part of their company policies. In most cases, employers in Ireland will provide a few days of paid leave to their employees to allow them time to grieve and attend to funeral arrangements. The number of days granted may vary depending on the employer’s policy.
Jury service leave in Ireland
Citizens in Ireland are entitled to a Jury service leave to take time off work to fulfil their civic duty without facing any disadvantages from their employers. According to the law, employers in Ireland are required to pay their employees for the duration of their jury service and cannot dismiss or disadvantage them in any way because of their absence for jury duty.
Force majeure leave in Ireland
Employees in Ireland are entitled to a limited paid force majeure leave for specific emergency situations. This type of leave offers support for unforeseen emergencies or urgent family situations.
Career break or study leave in Ireland
There is no automatic right to take unpaid leave for a career break or study leave. Some employers allow this kind of leave. Employees can negotiate with their employers if the contract does not cover study leave or a career break.
Public holidays in Ireland
Ireland observes 10 public holidays each year. The public holidays in 2026 are:
Thursday, 1 January
New Year’s Day
Monday, 2 February
St. Brigid’s Day
Tuesday, 17 March
Saint Patrick’s Day
Monday, 6 April
Easter Monday
Monday, 4 May
May Day
Monday, 1 June
June Bank Holiday
Monday, 3 August
August Bank Holiday
Monday, 26 October
October Bank Holiday
Friday, 25 December
Christmas Day
Satuyrday, 26 December
Saint Stephen’s Day
Employees are generally entitled to public holiday benefits if they normally work on the day the holiday falls.
Working on a public holiday in Ireland
Under the Organisation of Working Time Act 1997, employees who work on a public holiday are entitled to public holiday pay. The exact entitlement depends on the employee’s normal working pattern and employment contract.
Typically, employees will receive one of the following:
- A paid day off on the public holiday.
- A paid day off within one month.
- An extra day of annual leave.
Additional pay, which may amount to double pay, depending on the agreement in place.
Public holiday during sick leave in Ireland (2026)
If a public holiday occurs while an employee is on sick leave, the employee generally retains their entitlement to the public holiday benefit. In practice, this usually means the public holiday is not lost and must still be compensated in accordance with statutory rules and company policy.
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We understand the importance of providing comprehensive benefits to attract and retain top-tier talent in Ireland. At CXC, we’ll help you find the right talent anywhere while providing compliant employment contracts, compensation, and benefits. We’ll handle the time-consuming administrative and HR tasks associated with hiring international talent, so you can focus on growing your business.
Speak to our team today and learn more about how to hire top talent in Ireland quickly and compliantly.
FAQ's
How long is paid maternity leave in Ireland?
Ireland provides 26 weeks of statutory maternity leave, and Maternity Benefit may be payable for the same period where the employee satisfies the relevant PRSI conditions. This is not necessarily 26 weeks of full salary: Maternity Benefit is a social-welfare payment, while any employer top-up depends on the contract or company policy. For maternity leave beginning on or after 5 January 2026, the standard Maternity Benefit rate is €299 per week for 26 weeks. The payment is subject to Income Tax but not USC or PRSI.
At least two weeks of maternity leave must be taken before the end of the week in which the baby is expected, and at least four weeks must be taken after the birth. The employee must generally give the employer at least four weeks’ written notice and provide the required medical certification.
An employee can take a further 16 weeks of additional maternity leave, but this additional period is generally unpaid. The employee must follow the required notice and certification procedures, and the employer must preserve the statutory employment protections connected with maternity leave.
An employer’s maternity leave in Ireland policy should distinguish between the right to take leave, state benefit eligibility and any salary supplement. An employee may therefore be absent for 42 weeks in total, but only the first 26 weeks normally form the standard maternity-leave period.
Is additional maternity leave paid in Ireland?
No. Additional maternity leave is generally unpaid in Ireland. Employees may take up to 16 consecutive weeks immediately after the standard 26-week maternity-leave period, but there is no general statutory employer payment for those additional weeks.
Maternity Benefit normally applies to the standard maternity-leave period and does not automatically continue throughout additional leave. An employer may choose to provide a salary top-up or paid extension under its contract, collective agreement or leave policy in Ireland, but that is a voluntary enhancement rather than the statutory minimum.
The employee must give the required notice and comply with the relevant conditions when requesting additional leave. The employer should also explain how pension contributions, benefits, annual-leave accrual and return-to-work arrangements will operate during the unpaid period. Additional maternity leave protects the absence, but it does not usually create a second period of statutory pay.
Can I get maternity leave twice in a row in Ireland?
Yes. An employee can take maternity leave for a later pregnancy immediately after an earlier period of maternity or additional maternity leave. There is no general requirement to return to work between pregnancies before taking the next statutory entitlement.
Each pregnancy creates a separate right to maternity leave, subject to the required notifications and medical documentation. Eligibility for Maternity Benefit is assessed separately under the PRSI rules, so receiving benefit during an earlier pregnancy does not automatically guarantee payment for the next one. The employee’s entitlement to leave and entitlement to the €299 weekly Maternity Benefit are separate questions and must be assessed independently.
Back-to-back leave can create practical questions about annual leave, public holidays, benefit coverage and the employee’s intended return date. Employers should record each leave period separately and avoid treating the second pregnancy as an extension of the first. The employee retains statutory protection during pregnancy and while exercising maternity rights.
Two consecutive maternity-leave periods are legally possible, but the leave entitlement and state-payment entitlement must be checked independently for each pregnancy.
How many days are you entitled to annual leave in Ireland?
Most employees are entitled to four working weeks of paid annual leave per leave year. The entitlement may be calculated by the 1,365-hour method, one-third of a working week for each month in which the employee works at least 117 hours, or 8% of hours worked, subject to the statutory maximum.
The method producing the greater entitlement generally applies. Under the 1,365-hour method, an employee who works at least 1,365 hours in the leave year generally receives four working weeks, unless it is a leave year in which the employee changes employment. Part-time, temporary and casual employees can also build up statutory annual leave from the start of employment. An employer may provide more than the statutory minimum through the contract or workplace policy.
The phrase vacation days in Ireland often refers to annual leave, but Irish law normally measures the minimum in working weeks rather than a single universal number of days. Someone working five days per week will usually receive 20 days, while an employee working fewer days per week will have a different entitlement based on their normal working pattern.
Annual leave is therefore calculated by working pattern, not by a fixed number for everyone.
How many sick days per year in Ireland?
Employees who meet the service requirement are generally entitled to five days of statutory sick leave per calendar year. As of July 2026, the entitlement remains five days rather than increasing to the ten days originally proposed. The entitlement applies after 13 weeks of continuous service with the employer and requires appropriate medical certification.
Statutory sick pay is normally paid at 70% of the employee’s normal daily earnings, subject to a maximum of €110 per day.. The scheme applies to full-time and part-time employees, although the calculation reflects the employee’s normal working pattern. A more generous company sick-pay scheme may replace the statutory minimum where it is more favourable overall. Whether an employer scheme is more favourable is assessed by considering matters such as the number of paid days, payment rate, service requirements and reference period rather than one provision in isolation.
Businesses should distinguish statutory sick leave in Ireland from an employer’s wider absence policy. The policy should explain certification, notification, payroll treatment, return-to-work procedures and any enhanced entitlement. The legal minimum is five paid days, but many employers offer additional protection to support retention and employee wellbeing.
Five statutory days form the baseline, while the employment contract may provide more generous support.
Do employees get paid for force majeure leave in Ireland?
Yes. Force majeure leave is paid leave for urgent family reasons arising from the injury or illness of an immediate family member where the employee’s presence is indispensable. Employees may take up to three days in any 12-month period or five days in any 36-month period. Force majeure leave is paid at the employee’s normal rate and is treated as employment for the purposes of statutory rights. It is not subject to a general minimum-service requirement.
The entitlement is separate from annual leave, sick leave and ordinary family-friendly leave. It is intended for genuinely urgent situations rather than planned caregiving or general personal commitments. The employee should notify the employer as soon as reasonably practicable and provide the information needed to support the request. The employee should provide written confirmation setting out the dates of leave, the relevant family relationship and the nature of the urgent reason as soon as reasonably practicable after returning to work. Covered persons can include a child, spouse or civil partner, cohabitant, parent, grandparent, sibling and certain people for whom the employee acts in place of a parent.
The employer should record the absence as force majeure leave rather than deducting vacation days in Ireland or treating the time as unauthorised absence. The precise family relationships covered, and the evidence required should be checked against the applicable legislation and workplace procedures. Force majeure leave is a limited paid right for emergencies, not a general compassionate-leave allowance.
Do you get paid for compassionate leave in Ireland?
Ireland does not provide a general statutory entitlement to paid compassionate or bereavement leave. Payment depends on the employer’s contract, staff handbook, collective agreement or established workplace practice. Many employers provide paid leave following the death or serious illness of a close family member, but the terms vary.
A leave policy in Ireland should explain who qualifies, how many days may be taken, whether the days are paid and what evidence may be requested. The policy should be applied consistently while allowing reasonable sensitivity in difficult personal circumstances.
Force majeure leave may apply where an urgent family emergency involves illness or injury, and the employee’s presence is indispensable. It does not generally provide bereavement leave solely because a death has occurred. Annual leave, unpaid leave or another statutory entitlement may also be relevant, depending on the facts.
Where a workplace has an established practice of granting paid compassionate leave, inconsistent treatment may create contractual, equality or employee-relations risks even if the benefit is not expressly written into the contract. Compassionate leave is therefore primarily a policy benefit, not an automatic legal payment. Employees should check their employer’s written policy because payment and eligibility cannot be assumed.
What happens to unused annual leave in Ireland?
Unused annual leave in Ireland must generally be taken within the leave year.Statutory annual leave should generally be taken within the leave year. With the employee’s consent, it may ordinarily be carried forward and taken during the first six months of the following leave year. Any outstanding statutory annual leave must be paid when employment ends.
Employees who cannot take annual leave because of certified illness can carry it over for up to 15 months after the end of the leave year in which it accrued. This extended period applies where illness prevented the employee from taking the leave during both the original leave year and the normal six-month carryover period. Annual leave also continues to accrue during certain statutory absences, including maternity, paternity, parent’s, parental and adoptive leave.
Employers generally cannot pay employees instead of allowing them to take their statutory annual leave while they remain employed. However, when employment ends, the employee must be paid for any accrued statutory leave they have not taken. Employers should therefore keep accurate records of annual leave in Ireland, particularly when employees have been absent for extended periods or are leaving the business.
What employment laws regulate vacation days for employees in Ireland?
The Organisation of Working Time Act 1997 is the main legislation regulating annual leave and public-holiday entitlements in Ireland. It establishes minimum paid annual-leave rights, calculation methods, rules for scheduling leave and protections for employees who cannot take leave because of certified illness. The annual-leave provisions were amended by the Workplace Relations Act 2015 to allow statutory annual leave to accrue during certified sick leave and to provide the extended 15-month carryover period where illness prevents leave from being taken.
The legislation applies across full-time, part-time, temporary and casual employment. Employers must consider the employee’s working hours and accrued entitlement rather than applying a single holiday allowance to everyone. Contractual or company policies may provide more generous benefits, but they cannot reduce the statutory minimum.
Employers should also consider related rules under maternity, parental, adoptive, paternity, force majeure and sick-leave legislation because these absences can affect holiday accrual. A compliant leave policy in Ireland should bring the different rights together in clear language.
Why do international companies rely on CXC for compliant leave management in Ireland?
International companies rely on CXC to manage statutory leave entitlements, leave administration, payroll adjustments and employee communications in line with Irish employment requirements.
Through its Employer of Record and workforce management capabilities, CXC supports the administration of annual leave, sick leave, maternity and paternity leave, parent’s leave, parental leave, adoptive leave and other statutory absences in Ireland.
CXC can manage:
- Leave entitlement and accrual calculations.
- Leave requests and required documentation.
- Statutory pay and payroll adjustments during leave.
- Leave records and balances.
- Employee communications about entitlements and requirements.
- Return-to-work administration.
- Coordination of leave with other employment and payroll obligations.
For international employers, CXC also provides local expertise so Irish leave requirements are applied correctly rather than relying on policies designed for another country. This is particularly valuable for companies’ managing employees across multiple jurisdictions.
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