Ireland Employment Guide

Maternity Leave Policy in Ireland

Eligible pregnant employees in Ireland are entitled to 26 weeks of paid maternity leave. Compensation during this period is calculated based on the employee's work history and social insurance contributions, with a standard weekly benefit of €274 paid through the PRSI system.

Employees may extend their leave by an additional 16 weeks of unpaid maternity leave if desired.

To qualify for statutory maternity benefits, employees must meet one of the following PRSI contribution requirements:

1. Minimum 39 weeks of PRSI contributions in the 12 months preceding maternity leave commencement
2. At least 39 weeks of PRSI contributions since beginning employment, plus 39 weeks in the relevant tax year or subsequent year
3. 26 weeks of PRSI contributions in both the relevant tax year and the preceding tax year

Paternity Leave Entitlements

New fathers are entitled to 2 weeks of paid paternity leave with benefits calculated similarly to maternity leave. The standard weekly payment of €274 is administered by the Department of Social Protection.

Parental Leave Provisions

Each parent can take up to 26 weeks of unpaid parental leave before their child reaches age 12 (or 16 if the child has a disability). Eligibility requires a minimum of 12 months continuous service with the current employer.

Additionally, parents may claim 9 weeks of paid parent's leave during the first 2 years following childbirth or adoption. The €274 weekly benefit is payable through the social welfare system.

Sick Leave Regulations

Irish employees qualify for 5 days of employer-paid sick leave at 70% of normal earnings, capped at €110 daily. This statutory entitlement applies after 13 weeks of employment.

For illness extending beyond 5 days, employees with sufficient PRSI contributions may apply for Illness Benefit from the Department of Social Protection.

Statutory sick leave entitlements will increase progressively:

1. 2024: 5 days
2. 2025: 7 days
3. 2026: 10 days

These allowances are not pro-rated, meaning part-time employees receive the same number of sick days as full-time staff.

International Implementation Considerations

Global organizations like SailGlobal must carefully navigate these regulations when managing Irish workforce. For example, a multinational technology company recently faced compliance challenges when implementing standardized global HR policies that conflicted with Ireland's specific parental leave requirements. Proper localization of leave policies is essential for maintaining legal compliance and employee satisfaction.