Statutory Leave in Ireland: An Employer Overview of Every Type
One-page overview of statutory leave entitlements in Ireland for employers, from annual leave to carer's leave, based on dated Citizens Information pages.
If you run payroll or HR for a Dublin business, the statutory leave entitlements in Ireland can feel like a long list with no obvious order. Employees may be entitled to annual leave, public holidays, sick leave, several types of family leave, carer's leave, and short periods of leave for emergencies, and each has its own rules on length, notice, service and pay. This overview puts every type in one place, based on the Citizens Information leave pages, and points you to the detailed guide for each. It is a map, not legal advice.
How this overview was put together
Every figure below comes from a Citizens Information page that we opened, and we give each page's own "last edited" date where one is shown. Leave rules and benefit rates change, so treat the dates as a prompt to re-check the page before you rely on a number. Where a page is silent, we say so rather than fill the gap.
Leave that applies to almost every employee
Annual leave
According to Citizens Information (page last edited 14 August 2025), all employees are entitled to annual leave, including full-time, part-time, temporary and casual workers. Entitlement is built on hours worked in the statutory leave year, which runs from 1 April to 31 March, and the page describes three calculation methods, with the employee getting whichever gives the greatest entitlement. The employer decides when leave is taken, but must consider the employee's family responsibilities and need for rest, and must discuss the timing with the employee at least one month before the leave starts. For the maths, see our guide to calculating annual leave entitlement.
Public holidays
The page (last edited 1 January 2026) says Ireland has 10 public holidays each year. Where an employee qualifies, the employer chooses between four options: a paid day off on the holiday, an extra day of annual leave, an extra day's pay, or a paid day off within a month of the holiday. For part-time staff, the page sets out a test based on hours worked in the five weeks before the holiday, with annual leave counting towards those hours.
Sick leave
Citizens Information (page last edited 14 February 2025) describes statutory sick leave of 5 paid days per calendar year, paid by the employer at 70% of normal daily pay up to a daily cap of 110 euro, after at least 13 continuous weeks with the employer. A medical practitioner must certify that the employee cannot work. Because that page was last edited some time ago, check it for changes before you act on it. Our guide to statutory sick leave goes into the detail.
Family leave
Citizens Information groups several entitlements under "leave for parents". The summary below uses the individual pages for each.
- Maternity leave (page edited 23 September 2026): 26 weeks of basic leave plus up to 16 weeks of additional leave. At least 2 weeks must be taken before the due date and at least 4 weeks after the birth. Written notice of at least 4 weeks is required.
- Adoptive leave (page edited 10 August 2026): 24 weeks for one parent in an adopting couple or a sole adopter, plus up to 16 further unpaid weeks.
- Paternity leave (page edited 10 August 2026): 2 weeks, starting any time within 26 weeks of the birth or adoption, with at least 4 weeks' written notice.
- Parent's leave (page edited 25 February 2026): 9 weeks per parent, to be taken within 104 weeks of the birth or adoption placement, with written notice at least 6 weeks before the leave starts. The page says an employer can postpone it once, for up to 12 weeks.
- Parental leave (page edited 26 November 2025): up to 26 weeks unpaid per child, normally taken before the child's 12th birthday (16 for a child with a disability or long-term illness), usually after one year with the employer. Our guide to parental leave and postponement covers this in full.
Caring and emergencies
Carer's leave
The page (last edited 2 July 2026) says carer's leave can total up to 104 weeks, taken in one block or several, and that the employee needs 12 months' continuous service. The employer does not pay during the leave, but the job is kept open and the employee must not be dismissed for taking it or victimised for taking or planning to take it. Written notice of at least 6 weeks is expected, or as soon as possible in an emergency.
Force majeure leave
Per the "other types of leave" page (last edited 11 August 2026), force majeure leave is limited time off for an urgent family crisis, such as the sudden injury or illness of a close family member. It is capped at 3 days in 12 consecutive months or 5 days in 36 consecutive months, and the page describes it as paid.
Leave for medical care
The same page describes up to 5 days of unpaid leave in any 12 consecutive months for serious medical care of a family member or household member, with no minimum service required.
Domestic violence leave
Citizens Information (page last edited 8 January 2024) says employees can take 5 paid days in any consecutive 12-month period, pro rata for part-time workers, with no minimum service. The page also says the leave should not be mentioned on the payslip and that disclosures should be handled with care.
Quick comparison table
| Leave | Length as stated | Employer pay as stated |
|---|---|---|
| Annual leave | Up to 4 working weeks per leave year, depending on method | Paid |
| Public holidays | 10 holidays per year | One of four employer options |
| Sick leave | 5 days per calendar year | 70% of daily pay, with a cap |
| Maternity | 26 weeks plus up to 16 additional | Maternity Benefit may apply for the 26 weeks |
| Adoptive | 24 weeks plus up to 16 additional | Adoptive Benefit may apply |
| Paternity | 2 weeks | Not required of employers |
| Parent's leave | 9 weeks per parent | Not required of employers |
| Parental leave | Up to 26 weeks per child | Unpaid |
| Carer's leave | Up to 104 weeks | Not paid by the employer |
| Force majeure | 3 days in 12 months or 5 in 36 months | Paid |
| Medical care leave | 5 days in 12 months | Unpaid |
| Domestic violence leave | 5 days in 12 months | Paid |
Where there is no statutory right
The "other types of leave" page is clear that some familiar leave is not set by law. Compassionate leave after a bereavement depends on the contract, workplace custom and practice, and the employer's discretion; the page gives no set length and does not say whether it is paid. A career break or study leave carries no automatic right and depends on the contract, and the page says employers should consider each request individually. Jury service is different: the page says you should be paid as usual and that it should not affect other employment rights. If your policy offers more than the law requires, put it in the contract or staff handbook so everyone knows where they stand.
Practical points for Dublin employers
The rules above are national, so a Dublin employer applies them in the same way as any other employer in the State. Our suggestions for keeping on top of them:
- Keep one leave policy document that mirrors this list and names who approves each type.
- Record the date you last checked each rule against Citizens Information, since several pages above were edited within the last year.
- Train line managers to recognise when a request is statutory leave rather than a favour, because the notice rules and protections differ.
- Where a rule gives you a choice, such as postponing parent's leave or choosing a public holiday option, record the decision and the date you communicated it.
Complaints about leave can go to the Workplace Relations Commission. Citizens Information says a complaint should be made within 6 months, with a possible extension of up to a further 6 months for reasonable cause.
Learnsignal's offices are off Baggot Street in Dublin, and we offer in-person training from there. For current details, see our CPD pages.
Frequently asked questions
Which statutory leave is paid by the employer?
According to the Citizens Information pages, annual leave, force majeure leave, domestic violence leave and statutory sick leave are paid by the employer, while parental leave, medical care leave and carer's leave are not. Maternity, adoptive, paternity and parent's leave may be covered by social welfare benefits rather than employer pay.
Does an employee need a minimum period of service?
It varies. The pages say parental leave usually needs one year's service and carer's leave 12 months, sick leave needs 13 continuous weeks, while maternity leave, paternity leave, domestic violence leave and medical care leave have no minimum service requirement.
Is compassionate leave a legal entitlement?
Citizens Information says it is not set by law. It depends on the employment contract, custom and practice, and the employer's discretion.
Where should an employer check the current position?
Start with the relevant Citizens Information page and the Workplace Relations Commission. Figures and benefit rates change, so confirm them on the day you apply them.
Use this overview as a starting point, then open the detailed guide or official page for the leave you are dealing with.
This page was last updated:
Learnsignal Healthcare Education Team
The Learnsignal Healthcare Education Team creates CPD and compliance training content for nurses, allied health professionals, and care providers, drawing on current regulatory guidance from bodies including NMBI and equivalent professional regulators.
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