Ireland’s Statutory Sick Pay Law: Updating Contracts and Sick Leave Policies

Ireland’s introduction of Statutory Sick Pay (SSP) marked a shift in how employee leave entitlements are managed. From 2022, employers must provide paid sick leave for up to five days annually, at 70% pay, capped at €110 per day.

This change ensures employees receive financial support when illness strikes and requires businesses to review and update their practices. As the law requires companies to revise their employment contracts and sick leave policies, employers must stay ahead of the curve.

Keeping these policies up to date helps businesses comply with the law while supporting their workforce’s health and well-being. With HR Docs’ expertly crafted templates and clear guidance, companies can implement the necessary changes smoothly, ensuring compliance without the hassle. These tools provide a straightforward path for companies to maintain transparency, improve employee trust, and stay legally compliant.

This guide explains the key changes to sick pay in Ireland. It outlines the steps businesses must take to meet the legal requirements, including updating employment contracts and sick leave policies.

What is Statutory Sick Pay in Ireland?

Statutory Sick Pay (SSP) in Ireland is a legally mandated benefit employers must provide to employees who cannot work due to illness. Since 2022, employees are entitled to paid sick leave annually, paid at 70% of their normal salary, with a cap of €110 per day. The current entitlement is five days.

Employers are required to provide this benefit, but only for those employees who meet the eligibility criteria, including a minimum service period with the employer and the submission of medical certificates from a healthcare professional. Businesses must update their sick pay policies to reflect these statutory requirements. The policy should clearly outline the process for claiming sick pay and the documentation required from employees to confirm illness.

By updating their employment contracts and sick leave policies, businesses can ensure they comply with statutory sick pay Ireland laws, reduce the risk of non-compliance, and support their employees during illness. With HR Docs’ ready-to-use templates and guidance, companies can easily implement the necessary changes and stay on track.

Key Updates to Statutory Sick Pay Law for 2025

The current law provides five paid sick days. This was due to increase to 7 days from 2025 however, this increase has been postponed. Employers should stay informed about potential change to ensure they comply with evolving regulations. As the government continues to review these entitlements, businesses must adjust their sick leave policies accordingly to accommodate the additional days if and when they are introduced.

Beyond the number of sick days, employers should also be aware of the eligibility criteria, including the waiting period employees must complete before qualifying for sick pay. In addition, businesses must ensure that proper documentation is submitted for sick pay claims, such as medical certificates or other required forms. The statutory sick pay Ireland law is designed to provide the necessary support for workers during illness and protect businesses from long-term absence risks by establishing clear procedures for sick leave management.

Employers should review and update their contracts, policies, and procedures to reflect these changes. Using HR Docs’ templates, businesses can easily manage sick pay claims, ensuring compliance with the law and providing the support their employees need when facing illness.

How to Update Your Sick Leave Policies for Statutory Sick Pay

Businesses must update their sick leave policies to ensure compliance with the new statutory sick pay requirements. This includes clearly outlining the number of paid sick days employees are entitled to, the eligibility criteria for receiving sick pay, the process for applying for sick pay, and the documentation required (such as medical certificates).

Updating these policies helps businesses manage sick leave more effectively, ensuring organisational transparency and consistency. The sick pay scheme in Ireland sets clear expectations regarding how employees should notify employers of illness, what documentation is needed, and how long sick leave entitlements last. Employers must ensure all employees know the procedures and timelines for claiming statutory sick pay.

HR Docs offers a range of templates to streamline this process, including the Sickness Absence Policy and Contract Clauses. Businesses can use these templates to update their documents following the latest law. These templates provide comprehensive guidance on eligibility, notification procedures, and medical evidence requirements.

Additionally, they cover procedures for managing long-term sick leave, ensuring businesses are prepared to handle various scenarios while staying legally compliant. Using HR Docs templates helps companies avoid costly mistakes and simplifies the process of managing sick leave claims efficiently.

Managing Sickness Absence and Documentation

Employers must have clear and structured sickness absence policies to efficiently manage sick leave and ensure compliance with statutory sick pay requirements. Employees need to be fully informed about how to apply for statutory sick pay, the necessary documentation (such as medical certificates), and the procedure for reporting sick leave. By providing this clarity, businesses can reduce misunderstandings and streamline the sick leave process.

In addition to outlining the application process, employers must maintain accurate records of sick days, illness duration, and any medical certification submitted by employees. This documentation is critical for ensuring that sick pay claims are processed correctly and compliant with the law.

HR Docs offers comprehensive templates for sickness absence letters and self-certification forms that simplify documentation. These resources help businesses quickly assess employee eligibility for sick pay, maintain precise records, and manage absenteeism effectively. These templates ensure that companies can stay on top of sick leave requests, process sick pay claims efficiently, and maintain high compliance without confusion or delays.

Ensuring Compliance

Statutory sick pay ensures compliance with Irish law and supports employee wellbeing. Clear and transparent policies outline the process, from claiming sick pay to returning to work, ensuring employees know their entitlements and feel supported.

Employers must communicate clearly about when sick pay is paid, the eligibility requirements, and how the preturn-to-work process is handled. This transparency helps employees manage their expectations and reduces confusion during their absence.

HR Docs offers a range of helpful templates, including letters to employees on sick leave and guidance for return-to-work interviews. These resources ensure that employers handle sick leave professionally and compliantly. Return-to-work interviews help assess the employee’s readiness to return and identify necessary adjustments. By using these templates and best practices, employers can foster a supportive work environment while complying with legal requirements.

What Employers Need to Do Now

If you already provide paid sick leave through your employment contract, reviewing these contracts in light of the new legislation is crucial.

If you have an HR manager or team, they should carefully examine the Sick Leave Act and assess its implications for your company. According to the Act, if your existing sick leave provision is as favourable as or more favourable than the statutory provisions, then the employer’s obligations are met.

However, suppose your sick leave policy is less favourable than the statutory entitlements. In that case, it will automatically be modified to align with the new law, ensuring it is not less favourable than the statutory scheme.

In summary, you won’t face additional obligations under the Act if your sick leave scheme is more favourable than the statutory scheme. However, it’s essential to assess your sick leave provisions based on the following criteria:

The period of service required before sick leave is payable
The number of days an employee must be absent before sick leave is paid
The period for which sick leave is payable
The amount of sick leave that is payable
The reference period of the sick leave scheme

These points should be reviewed to ensure your policy meets or exceeds the statutory provisions.

What Your Employees Might Ask About the Scheme

The Sick Leave Act outlines specific conditions under which employees can avail of statutory sick leave:

Employees must have completed 13 weeks of continuous service before being eligible for statutory sick leave.
Employees must provide a certificate from a registered medical practitioner confirming they are unfit to work due to illness or injury.
The leave must be taken on days the employee would ordinarily work but cannot due to illness.
Sick leave can be taken on consecutive or non-consecutive days.

Once the employer’s statutory sick pay ends, employees still unfit for work may qualify for Illness Benefit. It’s essential to communicate these details to employees to ensure they understand their entitlements and the documentation requirements for claiming sick pay.

Key Documents and Templates for Statutory Sick Pay Compliance

HR Docs provides a comprehensive range of documents and templates to ensure businesses comply with sick pay Ireland regulations. These resources simplify managing sickness absences and implementing the necessary policies.

Below are the key templates to help employers stay compliant:

Managing Sickness Absence
IES06L24 – Letter to an employee who is on sickness absence to notify the employer of an anticipated return to work date
IES06L32 – Letter to an employee informing them of holiday accrual and how it is taken after or during sick leave
IES06P01 – Sickness Policy Ireland
IES06F01 – Sickness Self-Certification Form
IES06L02 – Letter confirming with the employee that they will receive occupational sick pay at discretion.
IES06L04 – Letter to employee on long-term sick leave asking for their preferred means of keeping in touch
IES06L13 – Letter to an absent employee outlining that occupational sick pay will cease on a certain date
IES06L16 – Letter to an employee to outline that a period of sickness absence where they haven’t submitted medical evidence is considered unauthorised
IEH01L07 – Letter confirming holidays will be taken at a different time due to sickness during holidays
IED05C02 – Contract Clause on the right to exercise normal sickness absence policy during periods of paid suspension
IEM01P02 – Ante Natal Care Policy
IES06L19 – Letter following a short-term absence review meeting outlining what has been agreed
IEP08L03 – Letter of extension of the probationary period due to illness

Businesses can easily ensure compliance with the statutory sick pay scheme, handle sickness absences effectively, and maintain a professional approach to employee well-being using these ready-made templates.

Stay Compliant and Support Your Workforce with HR Docs

Contact HR Docs today to access expert templates and ensure your sick leave policies are current with the latest statutory sick pay Ireland requirements. Download our comprehensive guides and policy templates to stay compliant, manage employee absences efficiently, and support your workforce.

FAQs on Statutory Sick Pay in Ireland

What is Statutory Sick Pay?

Statutory Sick Pay (SSP) is a government-mandated benefit that provides paid sick leave to Irish employees who cannot work due to illness. The sick pay is set at 70% of an employee’s regular pay, with a maximum limit of €110 per day. This ensures that employees receive financial support during their period of illness while also maintaining a cap on the payment amount.

How much is Statutory Sick Pay?

Statutory Sick Pay in Ireland amounts to 70% of an employee’s daily earnings, which is capped at €110 per day. The exact amount an employee receives depends on their usual daily pay, but the total sick pay provided will not exceed €110 per day, regardless of the employee’s regular earnings.

How to claim sick pay in Ireland?

To claim Statutory Sick Pay, employees must first notify their employer of their illness and submit a medical certificate stating that they are unfit for work due to illness or injury. Once the employer receives the medical certificate, sick pay is processed through the employer’s regular payroll system. Employees should follow this process promptly to avoid delays in receiving their ill pay.

How much is sick pay in Ireland?

In Ireland, sick pay is 70% of an employee’s regular wage, with a maximum of €110 daily. This means employees are paid based on their regular earnings, but their maximum daily sick pay is capped at €110. Employers must ensure they comply with these limits when processing sick pay claims.

How does sick pay work in Ireland?

Sick pay in Ireland is paid by the employer to employees who meet the eligibility criteria. It typically covers five days of illness per year. Employees must meet certain requirements to qualify for sick pay, including submitting a medical certificate.

How do you get sick pay in Ireland?

To qualify for sick pay in Ireland, employees must inform their employer about their illness and provide a medical certificate.. This certificate confirms that the employee is unfit to work. Once eligibility is verified, sick pay is processed through the employer’s payroll system and is paid to the employee according to the company’s sick leave policies.