Sick Pay in Ireland: Your Legal Entitlements Under the Sick Leave Act (2026)
Ireland introduced statutory sick pay for the first time under the Sick Leave Act 2022, which came into effect on 1 January 2023. For the first time, employees have a legal right to paid sick leave — independent of any contractual sick pay scheme their employer may operate. This guide explains your entitlements and how the scheme works in 2025.
What Are You Entitled To?
Under the Sick Leave Act 2022, the statutory entitlement is being phased in over several years:
- 2023: 3 days statutory sick pay
- 2024: 5 days statutory sick pay
- 2025: 7 days statutory sick pay
- 2026: 10 days statutory sick pay
In 2025, you are entitled to 7 days of paid sick leave per year under the statutory scheme.
What Rate Is Sick Pay Paid At?
Statutory sick pay is paid at 70% of your normal daily wage, subject to a daily maximum of €110 (equivalent to 70% of earnings at approximately €31,000 per annum). You are not entitled to more than your normal daily rate under the statutory scheme.
Who Qualifies?
To qualify for statutory sick pay, you must:
- Be an employee (self-employed persons are not covered)
- Have been in continuous employment with the same employer for at least 13 weeks
- Be certified as unfit for work by a registered medical practitioner (GP or equivalent)
Certification Requirements
You must obtain a medical certificate from your GP confirming your unfitness for work. The certificate must state the nature of your illness or injury (unless you have a right to privacy regarding your condition) and the expected duration of absence.
Interaction With Illness Benefit
Statutory sick pay applies for the first 7 days of illness in 2025. After that, employees may apply for Illness Benefit from the Department of Social Protection (subject to PRSI conditions). Statutory sick pay and Illness Benefit cannot be received simultaneously for the same period.
Contractual vs Statutory Sick Pay
If your employer provides a contractual sick pay scheme that is more generous than the statutory entitlement — higher rate, longer duration, or both — the contractual scheme takes precedence. The statutory sick pay is a floor, not a ceiling. However, an employer cannot provide less than the statutory entitlement.
Protection Against Penalisation
Employees are protected against penalisation for exercising their rights under the Sick Leave Act. Dismissing, demoting, or otherwise disadvantaging an employee for taking statutory sick leave is unlawful.
Have employment law questions? Book a 30-minute consultation with one of our solicitors. Also see our Employment Contract service and unfair dismissal guide.
This article is for informational purposes only and does not constitute legal advice.
