Family-friendly entitlements in Ireland are about to change. Starting August 1, 2024, as parent’s leave will expand, going from 7 to 9 weeks.

But what is parent’s leave? How is it different from parental, paternity, or maternity leave? And will it change employer obligations towards their staff?

It’s crucial for employers to understand their obligations towards their employees around family-friendly leave, and especially, to stay up to date with any updates to the legislation.

Below, we give an overview of this updated entitlement, and what employers need to know starting next month.

What is parent’s leave, exactly?

Parent’s leave is a type of leave accessible to employees that are considered a ‘relevant parent’ (defined as a parent of the child; and a spouse, civil partner, or cohabitant of the parent of the child).

There is no minimum service requirement for an employee to qualify for this leave, which can be taken consecutively or one week at a time. However, it is to be taken during the first 2 years of the child’s birth or adoption (with some date limitations in place).

Is parent’s leave paid?

Overall, as an employer, you are under no obligation to pay employees that avail of parent’s leave, as they may qualify for Parent’s Benefit (depending on their PRSI contributions). Some employers, however, may choose to ‘top up’ their employees’ pay during this leave.

What types of family-friendly leave are employees entitled to?

Some types of family-friendly leave associated are:

• Parent’s leave 
• Parental leave 
• Paternity leave 
• Maternity leave 
• Adoptive leave

While they all provide leave entitlements to new and expecting parents, there are significant differences between these entitlements.

What’s the difference between family friendly leave?

For example, maternity leave is provided to an employee who is pregnant or who has given birth. During this time, the person may qualify for maternity benefit (26 weeks paid). Following that, an employee may choose to take an additional 16 weeks leave, unpaid. And, once back at work, breastfeeding employees are entitled to take paid time to breastfeed.

Paternity leave (2 weeks) is provided to a ‘relevant parent’ following the birth of a child up to the age of 6 months, or adoption placement. Usually, this is the father or the partner of the mother, or in the case of adoption, the parent who is not taking adoptive leave. The employee may also qualify for a corresponding benefit.

With parental leave, each parent is entitled to up to an additional 26 weeks of unpaid leave, to be taken before the child turns 12 (or 16 in case of disabilities or long-term illness).

Meanwhile, adoptive leave entitles one of the parents of an adopted child a minimum of 24 consecutive weeks of leave (often with a benefit paid by Social Welfare), plus 16 weeks of additional leave.

What should employers do?

As an employer, it’s imperative to regularly review all your documentation, particularly when it may be affected by any newly implemented legislation. So, it’s recommended that employers revisit their contracts and policies – with an expert, if needed – to make sure they’re in line with current standards.

This is true for all cases, and particularly so when it comes to complex areas including pregnancy or family-friendly entitlements.

Want help understanding employee leave entitlements?

It can be tricky for employers stay up to date with continuous changes in legislation. As an employer, it’s crucial to understand requirements and to follow the appropriate steps, so you can help safeguard your business and manage and support your employees who are navigating pregnancy and parenthood.

Need extra information about the extension of parent’s leave? Call one of our advisors 24/7 at 1800 719 217