If you have been made redundant in Ireland, or if you are an employer carrying out a redundancy process, understanding your legal rights and obligations is critical. Irish redundancy law provides specific entitlements — and the consequences of getting it wrong can be significant.
Statutory Redundancy Entitlements in Ireland
Under the Redundancy Payments Acts, employees in Ireland are entitled to two weeks’ gross pay per year of service, plus one additional bonus week, capped at €600 per week. You must have at least 2 years of continuous service to qualify for statutory redundancy. Casual or part-time employees may also qualify depending on their hours.
Is Your Redundancy Genuine?
A redundancy must be genuine — meaning the role itself is being eliminated, not just the employee. Selecting an employee for redundancy because of their age, pregnancy, trade union membership, or protected disclosures is illegal. If your redundancy does not meet the legal definition, you may have an unfair dismissal claim.
Enhanced Redundancy — Negotiating Better Terms
Many employers offer enhanced redundancy packages above the statutory minimum. Before you sign any settlement or enhanced redundancy agreement, you should get independent legal advice. An employment solicitor can review your settlement and tell you whether it is fair — at a set price.
Employer Obligations in a Redundancy Process
- Consult employees at risk of redundancy
- Apply a fair selection process
- Give adequate notice under the Minimum Notice Acts
- Pay accrued holiday pay and statutory redundancy
- Notify the Department of Enterprise, Trade and Employment for collective redundancies
Our employment law services cover both employee and employer sides of the redundancy process. Consult a solicitor call to discuss your specific situation.
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