employment

JOBS & Employment Rights in Ireland

Ireland has a comprehensive legal framework designed to protect employees and ensure fair treatment in the workplace. Employment rights cover a wide range of areas including pay, working conditions, leave entitlements, protection from unfair dismissal, and freedom from discrimination. These rights apply to most employees working in Ireland, regardless of nationality, although non-EEA nationals must generally have an employment permit to work legally.

Employment law in Ireland is governed by a mix of statutes, regulations, EU directives, and common law principles. It aims to create a balanced environment where workers receive fair pay and safe working conditions, while employers can operate with clear guidelines and responsibilities.

Key Employment Rights for Employees

Written Contract of Employment

Every employee in Ireland has the right to receive a written statement of their core employment terms within five days of starting work. This contract should include essential details such as the names of the employer and employee, job title, place of work, pay rate, hours of work, and notice periods. Additional terms, including sick leave and annual leave entitlements, should be provided in writing within one month. Having a clear contract helps prevent misunderstandings and protects both parties.

Minimum Wage and Living Wage

As of January 1, 2025, the national minimum wage in Ireland is €13.50 per hour for employees aged 20 and over. This increase reflects the government’s commitment to gradually align the minimum wage with a national living wage, expected to reach around €14 to €15 per hour in the near future. Different minimum rates apply for younger workers and trainees. The minimum wage ensures that workers receive fair compensation for their labour.

Working Hours and Leave Entitlements

Irish employment law generally limits the maximum working week to 48 hours, averaged over a reference period, with some exceptions. Employees are entitled to a minimum of four weeks (20 days) of paid annual leave per year, plus nine public holidays. Additional leave rights include maternity, paternity, adoptive, and parental leave, with statutory protections for job security during these periods.

Protection Against Unfair Dismissal

Employees who have worked continuously for at least 12 months are protected against unfair dismissal under the Unfair Dismissals Acts 1977-2015. Dismissals must be for fair reasons such as incapability, incompetence, misconduct, or redundancy. Certain dismissals are automatically unfair, including those based on pregnancy, trade union membership, whistleblowing, or discrimination. Employers must follow fair procedures, including warnings and opportunities to improve, before terminating employment except in cases of gross misconduct.

Protection from Discrimination and Harassment

Irish law prohibits discrimination in employment on nine grounds: gender, marital status, family status, sexual orientation, religion, age, disability, race, and membership of the Traveller community. This protection covers recruitment, terms and conditions, promotion, training, and dismissal. Harassment and bullying are also unlawful. Employees who experience discrimination or harassment can seek redress through the Workplace Relations Commission (WRC) or courts.

Employment Status and Worker Classification

Understanding your employment status is crucial as it determines the rights and protections you are entitled to. The Code of Practice on Determining Employment Status helps clarify whether a person is an employee, a self-employed contractor, or falls under other categories such as agency or fixed-term workers. Misclassification can deny workers their rightful benefits and protections and may result in legal penalties for employers.

Employees typically work under the direct supervision of an employer, have set hours, and receive statutory benefits like paid leave and social insurance. Contractors work independently, control their own work, and are not entitled to employee benefits. Ensuring correct classification protects both workers and employers.

Health and Safety at Work

The Safety, Health and Welfare at Work Act 2005 requires employers to provide a safe and healthy workplace. This includes adequate training, protective equipment, and measures to prevent accidents and occupational illnesses. All workers, regardless of employment status, have rights and responsibilities under this law. The Health and Safety Authority (HSA) oversees compliance and can investigate workplace incidents.

Recent and Upcoming Employment Law Developments

Statutory Sick Pay

Currently, statutory sick pay in Ireland provides up to five days of paid sick leave per calendar year. There have been proposals to increase this to seven days, but as of early 2025, this change has not yet been implemented.

EU Pay Transparency Directive

Ireland is preparing to implement the EU Pay Transparency Directive by June 2026. This will introduce new obligations for employers, including banning pay secrecy, requiring salary ranges to be disclosed in job advertisements, and prohibiting questions about previous pay. Employers must also demonstrate that pay differences are not discriminatory, shifting the burden of proof onto them. This aims to promote equal pay and reduce gender and other pay gaps.

Collective Bargaining and Minimum Wages

The EU Directive on Adequate Minimum Wages requires Ireland to increase collective bargaining coverage, which currently stands at 39%, below the EU target of 80%. An action plan is expected by the end of 2025 to strengthen wage protections and expand collective agreements.

Termination of Employment and Notice Periods

Irish law does not recognize “at-will” employment. Employees with at least 12 months’ service are entitled to fair procedures and valid reasons for dismissal. Valid grounds include incapability, incompetence, misconduct, or redundancy. Notice periods depend on length of service, ranging from one week (for less than two years) up to eight weeks (for 15+ years). In cases of gross misconduct, immediate dismissal without notice is permitted.

Employers must follow fair disciplinary and grievance procedures before dismissal, and employees can challenge unfair dismissals through the Workplace Relations Commission.

Where to Get Help and Advice

Employees seeking advice or wishing to enforce their rights can contact:

  • Citizens Information Service: Provides free, impartial information on employment rights.
  • Workplace Relations Commission (WRC): Handles complaints, mediations, and adjudications related to employment disputes.
  • Trade Unions: Offer support and representation for members.
  • Legal Advisors: Employment law solicitors can provide tailored advice, especially in complex cases.