The “Spooky Season” excitement is universal, captivating people of all ages. Children eagerly anticipate trick-or-treating, while adults delight in decorating their homes and distributing candy. Surprisingly, despite its association with America, Halloween finds its roots in Ireland, dating back to around 100 A.D. Ireland’s historical connection to one of the world’s most cherished festivals highlights its rich cultural heritage. It’s also a prime location for businesses seeking global expansion, thanks to its skilled and dedicated workforce, business-friendly environment, and access to the European market.
Contracts made for an indefinite duration are considered permanent. Contracts that are not made for fixed term are indefinite-term contracts. Such contracts continue until the employer or employee ends them. Employees are entitled to annual leave, maternity leave, remuneration, and protection from unfair dismissal.
The Terms of Employment (Information) Act requires an employer to issue a written statement of core terms within 5 days of the employee starting work and a comprehensive written statement of all terms and conditions within 1 month of the start date.
In Ireland, employment contracts may be written or oral. However, the Terms of Employment (Information) Act states that an employer must issue a core statement of employment terms within 5 days of an employee starting work and a full written statement of all terms and conditions within 1 month of commencement. The statement must include the employment start date, payment details, hours of work, place of work, leave terms, etc.
Employers must sign and date the written statement, but employees are not legally required to sign it. Employers must keep a copy of the written statement throughout the employment and for at least a year after it ends.
Employers can include certain clauses in employment agreements that limit the employee's ability to work in a certain sector or with certain suppliers or clients for a certain length of time. Irish courts have maintained that such covenants are enforceable if they are reasonable.
The law in Ireland defines an "agency worker" as "an individual employed by an employment agency under a contract of employment by virtue of which the individual may be assigned to work for, and under the direction and supervision of, a person other than the employment agency."
The Terms of Employment Act states that all temporary agency workers must be treated equally with workers hired directly regarding their working time, pay rate, night work, rest breaks, overtime pay, annual leave, and public holidays.
"Zero-hour" contracts are generally banned, but employees may conclude them in exceptional cases for casual work, work done in emergency situations, and short-term relief to cover routine absences. Such contracts apply where the employee is available for work, but their work hours are not specified under the employment contract. A zero-hours contract requires employees to be available for certain hours per week when required or both.
In Ireland, an employment contract may include a probationary period of up to 6 months. Employment agreements that include a probationary period must be in writing.
During probation, employees may be dismissed for performance or suitability reasons, but they are still entitled to statutory minimum notice, unless dismissed for gross misconduct. The Unfair Dismissals Act does not apply until an employee has 12 months of continuous service.
Probationary employees are entitled to the same basic statutory rights as other employees, including holiday entitlements, public holidays, payslips, and protection from discrimination.
The maximum average number of hours an employee can work per week is 48. The workweek average is typically determined over a 4-month period. Exceptions exist for seasonal workers, work that involves predictable surge activity, and employees under collective agreements. Further, employees are entitled to a rest period of up to 11 consecutive hours for every 24 hours of work.
For night workers generally, the maximum night working time is 48 hours per week, averaged over a 2-month period or a longer period specified in a collective agreement which must be approved by the Labour Court.
All employees have the "Right to Disconnect" from work. The Right to Disconnect gives employees the right to switch off from work outside of normal working hours, including the right not to respond immediately to emails, telephone calls, or other messages.
In Ireland, all employees, whether full-time, part-time, temporary, or casual, earn annual leave entitlements from when they start work. Most employees are entitled to four weeks of paid annual leave per year, although they may be entitled to less depending on time worked.
The employer determines the timing of an employee’s annual leave, considering work and personnel requirements, and should consult the employee or the relevant union in advance. Annual leave pay must be paid in advance at the employee’s normal weekly rate.
Annual leave should normally be taken within the leave year or, with consent, within 6 months after it. In case of long-term sickness, annual leave can be postponed for up to 15 months after the end of the year it was earned. Employers may, by agreement, allow carryover of extra (non-statutory) leave.
Employees continue to earn annual leave while on certified sick leave. If illness prevents them from taking it, the unused leave can be carried forward for up to 15 months after the leave year ends.
Before 2023, employees in Ireland had no statutory right to paid sick leave. The Sick Leave Act 2022, enacted in July 2022, introduced an entitlement to paid sick leave. Since January 1, 2024, employees are entitled to 5 days of statutory paid sick leave per year. They will also be entitled to a rate of payment for statutory sick leave of 70% of normal wages to be paid by employers (up to a maximum of EUR 110 per day).
Under the new scheme, employees must have worked for their employer for at least 13 weeks to be entitled to paid sick leave. They must also be certified by a GP as unfit to work. Employers are required to include their sick pay policy in employment contracts.
Separately, if employees cannot work because they are sick or injured and they have made enough social insurance contributions, they can apply to the Department of Social Protection (DSP) for a weekly illness benefit.
In Ireland, employees are entitled to maternity benefits. The government pays maternity benefits for 26 weeks (156 days). At least 2 weeks and not more than 16 weeks of leave must be taken before the end of the week in which the baby is due. Employees have the right to an additional 16 weeks of unpaid maternity leave immediately after the end of the 26 weeks’ paid leave. These rights apply to birth mothers.
Employees may delay maternity leave for 5 to 52 weeks if they are suffering from a serious illness. The request must be in writing, be at least 2 weeks before the delay is set to begin, and include the start and end dates, and a medical certificate provided by a specialist doctor. The end date must be at least 5 weeks from the start of the postponement.
Adoptive parents, whether adopting alone or as a couple (with only 1 parent qualifying), are entitled to 24 weeks of adoptive leave starting from the date the child is placed in their care, plus up to 16 additional weeks of unpaid leave.
The Irish Maternity Benefit is EUR 299 (Euros) per week.
Employers are not statutorily obligated to pay women who are on maternity leave. However, some employers may increase the amount employees get from Maternity Benefit to match the employee’s normal pay. Employees must have at least 39 weeks of PRSI contributions paid in the 12-month period before the first day of their maternity leave to be eligible for benefits. If employees have dependents, their maternity benefit is compared to the rate of illness benefit they would have received for absence due to illness, and they are paid the lower amount.
Relevant parents are provided with 2 weeks of paid paternity leave. The paternity benefit is EUR 299 (Euros) weekly for 2 weeks since January 1, 2026.
The leave applies to birth or adoptive parents and must start within 26 weeks of birth or placement in adoption. Employees must apply to their employer in writing at least 4 weeks before taking paternity leave. Self-employed persons must apply 12 weeks before. Employees must have 39 weeks' contributions to be eligible for benefits. The leave is available to all fathers, including self-employed, same-sex couples, and adoptive parents.
In Ireland, persons continually employed for at least 13 weeks must give their employer 1 week's notice to terminate employment. Employment contracts may specify a longer notice period.
Employers must give continuously serving employees a notice between 1 and 8 weeks, depending on the duration of their service.
If the employee is not required to work for any part of their notice, the employer must pay them for that period. No notice is required if either party terminates an employment contract due to misconduct. Employees and employers can also agree to waive their right to notice.
Ireland does not have general severance pay for all terminations. However, where an employee is made redundant and meets the eligibility criteria under the Redundancy Payments Acts, the employer is legally required to pay statutory redundancy pay.
Employees aged 16 or over with 104 weeks (2 years) of continuous service at a job are entitled to a statutory redundancy payment, a lump-sum amount based on the employee's salary.
All eligible employees are entitled to:
If over age 16, 2 weeks' pay for every year of service, and
1 additional week's pay, also known as a bonus week
The payment amount is subject to a maximum earnings limit of EUR 600 per week.
