12 Aug 2026
Understanding sick leave ireland rules is crucial for workers to protect their income when illness or injury prevents them from working. For many families, even a few unpaid days can impact rent, food, bills, childcare, transport, and money sent to loved ones abroad.
Ireland provides two main layers of support for sick workers. The first is statutory sick pay from your employer. The second is Illness Benefit from the Department of Social Protection if the absence lasts longer and you meet PRSI contribution requirements. This guide explains both clearly, helping workers and families plan before income drops.
Sick leave safeguards not just your health but also your wages during difficult times. With 2,794,500 people employed in Q1 2026, workplace illness rules affect a large portion of the population.
Illness absence is common. In Q2 2024 — the most recent CSO release on this measure — the CSO recorded 211,800 workers absent from work, about 7.7% of employed people, due to reasons including sick leave. This highlights why every worker should understand what happens when they cannot work.
Sick leave ireland refers to time off work because you are medically certified unfit to work due to illness or injury. Some employers offer their own occupational sick pay scheme, which may be more generous than the legal minimum. If not, the statutory sick pay Ireland rules provide a legal minimum paid sick leave.
The Workplace Relations Commission outlines that the Sick Leave Act 2022 established a statutory sick pay scheme for employees meeting conditions like continuous service and medical certification. Payments come from the employer, not the State.
Statutory sick pay is paid by your employer for up to 5 certified sick days per calendar year. Illness Benefit is a State payment for insured workers unable to work due to illness, subject to PRSI eligibility.
If your illness lasts only a few days and you have statutory sick leave available, you may not need Illness Benefit. For longer absences, applying for Illness Benefit early is advisable.
Statutory Sick Pay in 2026
In 2026, statutory sick pay entitlement remains 5 paid sick days per calendar year. Payment is 70% of your normal daily pay, capped at €110 per day. The Department of Enterprise, Tourism and Employment confirmed the entitlement will stay at 5 days instead of increasing to 7 days. The Sick Leave Act 2022 governs these provisions.
The 5 days can be taken consecutively or non-consecutively but do not carry over to the next calendar year. Unused days expire at year-end.
Many employers provide a company sick pay scheme which may offer more generous benefits, such as additional days or higher pay rates. If an occupational sick pay scheme is more generous overall than statutory sick pay, it applies instead. The statutory scheme acts as a legal minimum, and employers cannot provide less than this.
You must be an employee who has completed 13 weeks of continuous service with your employer before qualifying for statutory sick pay. This applies to full-time, part-time, probationary employees, apprentices, and those undergoing training.
If you have more than one job with different employers, you may be entitled to 5 days paid sick leave from each employer once you meet the 13-week service condition with each.
You must ordinarily work on the days you claim sick leave. If you are not scheduled to work, those days typically do not count as statutory sick leave.
A medical cert from a registered medical practitioner is mandatory from day one of your sick leave. The cert must state you are certified unfit to work due to illness or injury. This legal requirement distinguishes statutory sick pay from some employer policies that allow uncertified sick days.
Statutory sick pay is 70% of your normal weekly pay, capped at €110 per day. “Normal pay” includes your usual daily earnings, including regular bonuses or allowances that do not fluctuate weekly, but excludes overtime or commission.
For workers with variable hours or pay, the calculation averages your earnings over the 13 weeks preceding your sick leave.
If your normal daily pay is €100, statutory sick pay is €70.
If your normal daily pay is €200, 70% is €140, but the cap limits payment to €110.
Employers must keep accurate records of statutory sick leave taken, including the period of employment, dates and times of sick leave, and the rate of sick pay paid. According to the Workplace Relations Commission, these records must be retained for four years, and failure to maintain accurate records can lead to fines up to €2,500.
Employers cannot penalise employees for taking statutory sick leave. This includes protection from dismissal, demotion, or any unfavourable change in employment conditions.
If an employer fails to comply with sick leave legislation, employees can file complaints with the Workplace Relations Commission (WRC). Compensation of up to four weeks’ pay may be awarded.
In exceptional circumstances, employers experiencing severe financial difficulties may apply to the Labour Court for an exemption from paying statutory sick pay. If granted, exemptions last between 3 months and 12 months.
Illness Benefit is a State payment for employees who cannot work due to illness beyond statutory sick pay entitlement. To qualify, you must have enough PRSI contributions (usually 104 paid Class A, E, H, or P contributions) and meet other criteria.
Illness Benefit payments start from day 6 of illness if you have used your 5 statutory sick days. The first 3 days of illness are waiting days with no payment from the State, but these may be covered by statutory sick pay.
If you have multiple episodes of illness within a year, rules adjust waiting days and benefits accordingly.
Sick leave does not affect your annual leave entitlement. Certified sick days are not counted as annual leave, and you continue to accumulate statutory annual leave while on certified sick leave.
If illness prevents you from taking annual leave, you may carry it over for up to 15 months after the leave year ends.
Public holidays during certified sick leave are treated as normal workdays for pay and leave purposes.
Probation and Training: Statutory sick leave applies to employees on probation, apprentices, or undergoing training. Employers may suspend these periods during sick leave and extend them accordingly.
Multiple Employers: You can claim statutory sick pay separately from each employer if you meet the 13-week condition with each.
Agency Workers and Irregular Hours: Rights depend on the employer responsible for payment. Calculations for sick pay may vary based on work patterns.
Occupational Injury Benefit: If unfit due to a workplace accident, commuting accident, or occupational disease, you may qualify for Injury Benefit instead of Illness Benefit.
Notify Your Employer Early: Inform your employer as soon as you know you cannot work, following workplace policy.
Keep Medical Certificates and Payslips: Retain copies of your medical certs and payslips to verify sick pay calculations.
Apply for Illness Benefit on Time: Apply within 6 weeks of becoming ill to avoid delays or loss of support.
Understand Your Employer’s Sick Pay Policy: Check if your employer offers a more generous sick pay scheme.
Plan Your Finances: Budget carefully, especially if you support family abroad, to manage income changes during sick leave.
Knowing your rights under sick leave ireland helps protect your income when illness strikes. In 2026, statutory sick pay offers 5 certified sick days paid at 70% of normal daily earnings up to €110 per day. If illness lasts longer, Illness Benefit may provide additional support, subject to PRSI and medical certification.
Employers must keep accurate records and cannot penalise employees for taking sick leave. In exceptional cases, employers facing severe financial difficulties may apply for exemptions.
For workers with multiple jobs, part-time roles, or probationary status, understanding eligibility is vital. Clear communication with your employer, maintaining documentation, and timely applications for State supports can ease financial stress.
For families sending money abroad, services like ACE Money Transfer offer options to maintain remittances during illness.
By staying informed and prepared, workers can navigate sick leave with confidence and ensure their household finances remain stable during recovery.
How many days of statutory sick pay am I entitled to in 2026?
You are entitled to 5 paid sick days per calendar year under the statutory sick pay scheme. These days can be taken consecutively or non-consecutively but cannot be carried over to the next year.
Do part-time employees qualify for statutory sick pay?
Yes. Both full-time and part-time employees qualify for statutory sick pay, provided they have completed 13 weeks of continuous service with their employer.
What happens if my employer has their own sick pay scheme?
If your employer offers a sick leave scheme that is more generous than the statutory minimum, you will be paid under that scheme instead of the statutory sick pay. You cannot receive both.
Is a medical certificate required to receive statutory sick pay?
Yes. You must provide a medical certificate from a registered medical practitioner from the first day of your sick leave confirming you are unfit for work.
Can I get statutory sick pay from multiple employers if I have more than one job?
Yes. If you meet the 13-week continuous service requirement with each employer, you can receive 5 days of statutory sick pay from each employer separately.
Disclaimer
This article is intended for general informational and educational purposes only and should not be construed as legal, regulatory, tax, business, or financial advice. While reasonable efforts have been made to ensure that all facts, figures, and data are accurate as of the date of publication, no warranty or guarantee is given as to the ongoing completeness, accuracy, or currency of the information. Regulations, government policies, market conditions, exchange rates, and service offerings may change over time and vary across jurisdictions and providers. Readers should independently verify all information and consult qualified professional advisors before making any financial, legal, or business decisions.
