Employees in Ireland are entitled to statutory sick pay under the Sick Leave Act 2022.

As of 2026, employees are entitled to 5 days of paid statutory sick leave per calendar year. Statutory sick pay is paid by the employer at 70% of the employee’s normal wages, subject to a maximum of €110 per day.

Employees must have completed at least 13 weeks of continuous service with their employer to qualify for statutory sick pay. A medical certificate may be required from the first day of absence.

Employers may provide more generous sick pay schemes, but they cannot provide less than the statutory minimum.

Where an employee is absent for a longer period and qualifies for social insurance support, they may apply for Illness Benefit through the Department of Social Protection after their statutory sick pay entitlement has been exhausted.

Self-certified sick leave

For short periods of illness, employees in Ireland may be allowed to self-certify their absence without providing a medical certificate. This typically applies to absences of up to 2–3 consecutive days, depending on the employer’s policy.

For longer periods of absence, employees are generally required to provide a medical certificate from a qualified healthcare professional.

Statutory sick pay is provided in accordance with the Sick Leave Act 2022, under which eligible employees are entitled to paid sick leave at 70% of normal wages, subject to a maximum of €110 per day.

Maternity Benefit in Ireland is paid by the Department of Social Protection and funded through PRSI contributions. Employees must apply for this benefit at least 6 weeks before the start of maternity leave (or 12 weeks in advance if self-employed).

Employees are entitled to 42 weeks of maternity leave, consisting of 26 weeks of paid leave and 16 weeks of unpaid leave.

Eligible parents are entitled to 2 weeks of paid Paternity Leave, which can be taken within the first 6 months following the birth or adoption of a child.

As of 2026, Maternity Benefit is paid at a rate of approximately €274 per week, subject to eligibility.

In addition, each parent may be entitled to Parent’s Leave, which provides additional paid leave following the birth or adoption of a child, in accordance with current legislation.

Ireland allows citizens of EU nations to work without a special permit or visa. Citizens of countries within the European Economic Area (EEA), Switzerland or the UK are also allowed to work in Ireland without a visa. Other nations are required a work permit issued by the Department of Jobs, Enterprise and Innovation – DJEI.

Requirements for obtaining work visas for citizens outside of EU/EEA contries are very strict. Work visas will only be granted for high-skill work or field of employment where they find staff shortage. An employment contract or job offer is also required before your employees can apply for a work permit. Employees should apply for a visa three months before traveling to Ireland.

Types of Ireland Work Visas and Permits:

• Critical Skills Employment Permit,
• General Employment Permit,
• Dependant/Partner/Spouse Employment Permits,
• Intra-Company Transfer Employment Permit,
• Internship Employment Permit,
• Contract for Services Employment Permit,
• Sport and Cultural Employment Permit.

Termination by an employee

When an employee decides to leave the company is called resignation. The employee needs to inform the employer in writing about leaving the company. An employee’s contract of employment may set out the minimum notice period set by the employer. If an employee’s contract of employment does not specify a minimum notice period, and the employment has lasted at least 13 weeks, the employer is entitled to one week’s notice. An employer may choose to pay lieu of notice. An employee cannot retract his or her notice of resignation unless the employer also agrees.

If an employee resigns because of the employer’s unreasonable behavior, it’s called constructive dismissal. If an employee is claiming constructive dismissal, he or she will have to show that their resignation was justified.

Termination by employer

Employers are expected to follow fair procedures if they no longer wish to maintain employment with a person. An employer dismissing an employee must give one of the following reasons:

• Capability: an employee’s inability to do the job due to lateness or absence.
• Competence: an employee’s inability to meet the standards expected.
• Qualifications: an employee’s lack of necessary qualifications.
• Redundancy: if an employee’s work is no longer required.
• Contravening the law: if continuing to employ a person would contravene the law.
• Other substantial grounds.

Notice period

If an employment contract does not specify a longer notice period, the following statutory minimum notice periods apply for employers under Irish law:

Duration of Employment — Minimum Notice

• 13 weeks to 2 years — 1 week
• 2 to 5 years — 2 weeks
• 5 to 10 years — 4 weeks
• 10 to 15 years — 6 weeks
• 15 years or more — 8 weeks

These statutory notice periods apply to employers. Employees are generally required to provide at least one week’s notice after 13 weeks of service, unless otherwise specified in their employment contract.

Employment contracts may provide for longer notice periods than the statutory minimum.

Statutory redundancy payments in Ireland are based on the employee’s pay and length of service.

Eligible employees are entitled to:

• Two weeks’ pay for each year of reckonable service, and
• One additional week’s pay

To qualify for statutory redundancy payment, employees must have at least 2 years of continuous service with their employer.

The maximum weekly amount used to calculate redundancy pay is capped at €600 per week, even if the employee’s actual earnings are higher.