Parental Leave in Ireland: Employer Guide to Notice and Postponement

Parental leave is unpaid leave that lets each parent look after a child, and employers have specific duties on notice, postponement and paperwork. This guide summarises the Citizens Information page on parental leave, last updated 26 November 2025. It is general information and not legal advice. Parental leave is separate from the paid leave covered in our guide to Parent’s Leave and Benefit.

Entitlement and eligibility

According to the page, an eligible employee can take up to 26 weeks of unpaid parental leave per child, before the child’s 12th birthday. For a child with a disability or long-term illness, the limit is 16 years of age, or earlier if the condition ends. Each parent has a separate 26-week entitlement. Qualifying service is generally one year, and employees with more than three months’ service whose child is near the age limit may take pro-rata leave. Part-time employees receive a pro-rata entitlement, so someone working 50% of a normal week would be entitled to 13 full working weeks. The page says the statutory terms are a minimum, and contracts may offer more.

Notice and how leave is taken

The employee must give written notice at least six weeks before the start date, stating the start date, how the leave will be taken and how long it will last. Leave may be taken as one continuous block of 26 weeks, or as two blocks of at least six weeks each with at least ten weeks between them. Leave can be split into days or hours if the employer agrees. Parents working for the same employer may transfer 14 weeks of their entitlement to the other parent, with employer agreement.

Postponement

The employer can postpone leave for up to six months, and must raise this before the confirmation document is signed. The page lists permitted reasons including a lack of cover and other employees already being on leave. Postponement normally happens once, and a second postponement is allowed only for seasonal variations in workload.

Confirmation and the Department of Social Protection

The confirmation document must be signed at least four weeks before the leave starts. The employer must write to the Department of Social Protection (Client Eligibility Services) confirming the weeks and exact dates. The employer must also tell the Department about weeks not worked so the employee can receive credited PRSI contributions.

Refusal and cancellation

An employer can refuse leave only if the employee is not entitled to it. An employer may cancel leave if it is used for a purpose other than caring for the child.

Protection and return to work

Leave is treated as employment, except that pay and superannuation contributions are not required. Employees are protected from unfair dismissal. They may return to the same job, and if that is not reasonably practicable the employer must offer a suitable alternative with equal or better pay and conditions. The employee is entitled to any pay or condition improvements made during leave. A request for flexible working on return must be answered within four weeks, and the employer does not have to agree.

Annual leave, public holidays and illness

Annual leave continues to accrue during parental leave, and holidays falling within the leave may be taken later. Employees are entitled to public holidays occurring during leave, which may be added to the end of the leave. Parental leave can be suspended during illness that prevents the employee caring for the child. Written notice and evidence are required as soon as possible, and the leave resumes afterwards.

Complaints

Complaints should first be raised with the employer. If they are not resolved, they may be referred to the Workplace Relations Commission within six months, extendable by six months for reasonable cause.

Our suggestions

These are our own practical suggestions, not Citizens Information guidance. Keep a checklist of the dates that apply: six weeks’ notice, the decision on postponement before signing, signed confirmation four weeks before the start, and the letter to the Department of Social Protection. Record any postponement reason in writing. Plan cover early so postponement is a last resort. Make sure line managers know the employee returns to the same job where reasonably practicable.

What the sources do not say

The page does not say whether any payment applies, including partial or employer-funded pay, and describes the leave as unpaid. It does not say what reasonably practicable means in practice, what the confirmation document must look like, or how the 26-week limit applies across multiple children in a 12-month period. It does not explain how pro-rata entitlement is calculated for service under three months.

For other leave entitlements, see our annual leave guide for Irish employers.

Frequently asked questions

How much parental leave can each parent take?

Up to 26 weeks per child, before the child’s 12th birthday (16 for a child with a disability or long-term illness), according to Citizens Information.

How much notice must the employee give?

At least six weeks in writing.

Can the employer postpone parental leave?

Yes, for up to six months, for reasons such as lack of cover. This normally happens only once.

Is parental leave paid?

The page describes it as unpaid leave.

Does annual leave build up during parental leave?

Yes. Annual leave continues to accrue during parental leave.

Next steps

Learnsignal’s offices are off Baggot Street in Dublin, and we offer in-person training from there. For current details, see our CPD pages.