Irish Employment Rights
What you are entitled to as an employee in Ireland — and, for each of them, where to check it yourself.
Employment law changes, and rates change every January. Where a figure matters to a decision you are making, follow the link beside it to the official source rather than relying on this page.
What You Need to Know
Working Hours & Breaks
- Maximum 48-hour work week
- Rest breaks entitlement
- Night worker protections
- Sunday premium pay
Leave Entitlements
- Annual leave (4 weeks minimum)
- Maternity leave (26 weeks)
- Paternity leave (2 weeks)
- Parental leave options
Pay & Contracts
- National minimum wage
- Written contract requirements
- Payslip obligations
- Deductions restrictions
Termination & Redundancy
- Notice period requirements
- Unfair dismissal protection
- Redundancy payments
- Constructive dismissal
Sick Pay & Benefits
- Statutory sick pay
- Illness notification
- Medical certificates
- Long-term illness
Discrimination & Equality
- 9 protected grounds
- Equal pay rights
- Harassment protection
- Reasonable accommodation
Essential Rights Every Irish Worker Should Know
National minimum wage
The national minimum wage is set by the Government and changes on 1 January most years. Reduced rates apply to workers under 20. Your employer must give you a payslip showing gross pay and every deduction.
Check the current rate for your age — if you think you are being paid below it, the WRC handles that complaint.
Annual leave
A minimum of 4 working weeks’ paid annual leave in a full leave year, under the Organisation of Working Time Act 1997. Part-time workers accrue it pro-rata.
Leave is normally taken within the leave year. Carrying it forward beyond that is possible by agreement with your employer, and a longer statutory carry-over applies where you have been unable to take leave because of long-term illness — so do not assume untaken leave is simply lost. Check your situation.
Notice periods
Statutory minimum notice from your employer, under the Minimum Notice and Terms of Employment Act 1973, once you have at least 13 weeks’ continuous service: 1 week (13 weeks–2 years), 2 weeks (2–5 years), 4 weeks (5–10 years), 6 weeks (10–15 years), 8 weeks (15+ years).
These are floors. Your contract may give you more, and if it does, the contract wins.
Unfair dismissal
As a general rule you need 12 months’ continuous service to bring an unfair dismissal claim. Your employer must have a valid reason and must follow fair procedures. A claim is normally made within 6 months of the dismissal, extendable to 12 months where there is reasonable cause.
The 12 months is not universal. Some grounds carry no service requirement at all — dismissal connected to pregnancy, to maternity or other family leave, or to trade union membership among them. If you were dismissed with under a year’s service, that is a reason to ask the WRC rather than to assume you have no case. WRC guidance on unfair dismissal.
Our Information Sources
Every one of these is free, authoritative and more current than this page. Follow them.
- Workplace Relations Commission
The statutory body. It publishes the guidance, and it is where a complaint is actually made.
- Citizens Information
The plainest-English explanation of any Irish employment right, kept current by the Citizens Information Board.
- Irish Statute Book
The legislation itself, including the Organisation of Working Time Act 1997, the Minimum Notice and Terms of Employment Act 1973 and the Unfair Dismissals Acts.
- Department of Enterprise, Tourism and Employment
Policy and changes to employment law as they are announced.
Information Not Legal Advice
This guide provides general information about Irish employment rights. It should not be considered legal advice. Every employment situation is unique, and employment law can be complex. For specific advice about your situation, consult a qualified employment solicitor or contact the Workplace Relations Commission.
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