Employee rights in Ireland

Employment agreements

All employees in Ireland must receive a written employment contract. This agreement covers key terms and conditions of employment.

• Within five days of starting, employees must receive written notice of core terms (names, employer address, contract duration, pay interval, standard working hours).
• Within two months of starting, the employer must provide additional written details, including: job title, work location, full salary details, employment start date, working hours, overtime and time-off policies, annual and public holiday leave, sick pay, pension arrangements, notice periods.
• The contract must be signed and dated by the employer and should be in English.

Pay statements

Employers must provide a written payslip with each salary payment that details gross salary and all deductions.

• Deductions can only be taken with employee consent or if required by law (such as tax, PRSI, USC).
• Payslips can be provided electronically for remote employees.

Workplace health and safety

All employers are required to provide a safe work environment and prevent work-related injuries or ill health. This responsibility also applies to remote employees working from home.

• Employers must assess risks and identify hazards in the workplace, including for remote work.
• Required to protect employees from violence, bullying, and harassment.
• Must provide supervision, training, and appropriate controls for health and safety both onsite and for home workers.
• Liable for work injuries, regardless of employee location.

Right to disconnect

Employees have a legal right to disconnect from work outside their contracted hours. Employers cannot penalise staff for not responding outside of agreed working times.

• This right covers all staff, including remote and office-based employees.
• Employers are encouraged to have a policy explaining expectations around disconnection, especially when teams work across time zones.

Equality and non-discrimination

Irish law prohibits discrimination in employment on various grounds.

• Protected characteristics include gender, age, race, civil status, family status, sexual orientation, disability, religion, and membership of the Traveller community.
• Both direct and indirect discrimination are not permitted during hiring or employment.

Personal data protection

Employee data is protected by the General Data Protection Regulation (GDPR).

• Personal information must be used lawfully, transparently, and for specific purposes.
• Data must be accurate, up to date, and securely stored.
• Employers must provide employees access to their personal data and have a process for handling such requests within one month.

Employees have the right to:

• Know why and how their data is processed.
• Access or correct their personal data.
• Request deletion or restrict use of their data if mishandled or inaccurate.
• Object to the use of their data for direct marketing or research.

Unfair dismissal protection

Employees are protected from unfair dismissal under Irish law. Dismissal must be for valid reasons such as performance or conduct. Some types of dismissal are automatically unfair.

• Dismissal based on union membership or activity, political or religious opinions, protected characteristics, pregnancy or parental leave, whistleblowing, or unfair redundancy selection is not allowed.
• Gross misconduct may allow dismissal without notice.
• Employees dismissed unfairly may claim compensation or reinstatement.

Part-time and fixed-term employee rights

Part-time and fixed-term staff must receive equal treatment compared to permanent employees in similar roles.

• Right to the same terms and conditions as comparable permanent employees.
• Protection from negative treatment or unfair dismissal due to contract type.

Whistleblower protection

Employees are protected from penalties or dismissal for making protected disclosures of wrongdoing in the workplace under the Protected Disclosures Act 2014.

• Covers disclosure of criminal offenses, legal breaches, endangerment to health or safety, damaging the environment, and destruction of evidence.
• Protection applies to employees, former employees, trainees, contractors, and agency workers.
• If a protected disclosure leads to dismissal, it may be challenged as unfair.
• Successful claims can result in compensation up to five years’ gross remuneration.

Protection during business transfers

When a business is transferred (e.g., through sale or outsourcing), employees are protected by regulations ensuring continuity of terms and conditions.

• Employment contracts, rights, and obligations continue under the new employer (except for certain pension rights).
• Dismissals solely due to the transfer are not allowed, though dismissals for economic or technical reasons may be justified.
• Employee representatives should be consulted at least 30 days before the transfer.

Employee benefits

Pension

The State Pension is available at age 66 for those who have sufficient social insurance contributions. Employers do not have to offer a private pension, but must provide access to a Personal Retirement Savings Account (PRSA) if no scheme exists.

Redundancy pay

An employee made redundant is entitled to statutory redundancy pay:

• Two weeks' pay per year of service, capped at €600 per week.
• Plus one additional week’s pay.

Paid leave

Minimum paid annual leave is set by law. Employers may offer more, but cannot offer less.

Union membership

Employees may join or leave trade unions of their choice. Employers can choose which unions to recognise for workforce representation. Staff cannot be dismissed for union membership.

What information must be included in an Irish employment contract?

The contract must include core and supplemental details, such as names, employer address, duration, pay period, job description, place of work, pay details, working hours, leave entitlements, pension information, and notice periods.

Can remote employees in Ireland claim the same rights as office-based workers?

Yes, remote workers have equal legal protections in terms of contracts, pay, workplace safety, and employment rights.

Are employees in Ireland protected from dismissal?

Yes, employees are protected from unfair dismissal. Dismissal must be based on valid grounds. Certain reasons are automatically considered unfair, such as discrimination or whistleblowing.

What protections exist for whistleblowers in Irish workplaces?

Employees who report wrongdoing are protected from retaliation, including dismissal, and may claim compensation if dismissed unfairly for making a protected disclosure.

Do part-time workers have the same rights as full-time staff?

Part-time and fixed-term workers are entitled to equal terms and conditions as comparable permanent staff, and are protected against negative treatment or unfair dismissal due to their contract type.