New Unpaid Leave Entitlements Ireland

New Unpaid Leave Entitlements in Ireland 2023 – What You Need to Know

In a significant development for workers’ rights and family support, Ireland has implemented new unpaid leave entitlements starting from July 3rd, 2023. The legislation, signed into law by the President in April after passing through all stages in the Dáíl, aims to improve work-life balance for employees, especially parents and caregivers.

The introduction of new unpaid leave entitlements in Ireland marks a significant step forward in enhancing work-life balance and supporting employees in managing their family responsibilities. The provisions for unpaid leave for medical appointments and caregiving, extended breastfeeding entitlements, and upcoming measures for domestic violence leave demonstrate the government’s commitment to promoting a healthier and more inclusive work environment. By also recognising the need for remote and flexible working arrangements, the legislation adapts to the changing nature of work and enables employees to better balance their professional and personal lives.

These progressive measures align with the broader goal of facilitating workers in combining work and family responsibilities, ultimately fostering a more equitable and supportive workplace for all.

Changes are outlined below.

Unpaid Leave for Medical Appointments and Caregiving

Under the updated legislation, parents and individuals caring for family members will now be entitled to take up to five days of unpaid leave annually to attend medical appointments or tend to the needs of their dependents. This provision recognises the importance of supporting employees in managing their family responsibilities while ensuring their professional commitments are met. By allowing flexible time off, workers can prioritise their loved one’s well-being without compromising their employment.

medical appointment

Extended Breastfeeding Entitlements

An important extension within the new legislation pertains to breastfeeding entitlements in the workplace. Previously, the provision applied only for the duration of statutory maternity leave, which lasted six months. However, the updated law now extends this entitlement to cover the first two years of a child’s life. This progressive step acknowledges the benefits of breastfeeding and aims to facilitate working parents in providing optimal care for their infants. By accommodating longer breastfeeding periods, employers can contribute to the health and well-being of both mothers and children.

Anticipated Measures for Domestic Violence Leave

While not currently in effect, the new legislation also includes provisions for domestic violence leave, expected to be implemented later this year. This provision recognises the urgent need to support victims of domestic abuse and allow them time to address their situations. Once in place, this measure will provide much-needed support for employees experiencing domestic violence, helping them seek necessary assistance and regain stability in their personal lives.

Right to Request Remote or Flexible Working

In response to evolving work trends, the legislation grants employees the right to request remote or flexible working arrangements. This provision acknowledges the changing nature of work and the increasing demand for flexible schedules. By accommodating requests for remote work or adjusted hours, employers can enable workers to better balance their work and family responsibilities. The legislation encourages employers to consider school term time working and other tailored hours to facilitate caregivers in meeting their family obligations.