First published on Friday, August 2, 2024
Last updated on Thursday, August 1, 2024
As of August 1st 2024, Parent’s Leave and Parent’s Benefit has been extended from seven weeks to nine weeks.
This marks a significant change to the Parent's Leave and Benefit Act 2019 by the Irish government.
The changes aim to promote greater equality in the workplace, by removing barriers for women and giving men more freedom to share the responsibilities of caring for children.
For employers, it’s important you familiarise yourself with what’s changing. Here’s a breakdown of what the changes mean, the key takeaways, and some actionable tips to prepare your business and HR for what’s changing.
What’s the difference between Parent’s Leave and Parental Leave?
Parent’s Leave and Parent’s Benefit has increased from seven to nine weeks. This is not the same as Parental Leave, which entitles parents to take up to 26 weeks of unpaid leave. Instead, this extension applies to parents of children under the age of two or adopted children placed with a family for less than two years.
Who’s eligible for this type of leave?
This leave is available to both employees and the self-employed, but to qualify for Parent’s Benefit, the parents must have paid sufficient social insurance (PRSI) contributions.
How can Parent’s Leave be taken?
The newly bumped-up nine weeks of leave can be taken in a single block or in weekly increments, providing flexibility for parents to manage their time off according to their needs.
Note: The leave isn’t transferable between parents; this is to ensure that both parents have the opportunity to take some time off.
What is the rate of pay for the Parent’s Benefit?
The Parent’s Benefit is paid at a rate of €274 per week by the Department of Social Protection. Employers are not required to pay employees during this leave, although some may choose to top-up the benefit payments.
It’s also worth noting that the Government will be assessing whether to increase financial benefits or the amount of time off for parents in the future, so watch this space.
What do I need to do as an employer?
This extension brings several implications for employers. Here’s what you need to do to keep your business in line with new regulations...
Adjust your HR policies: It’s essential you update your HR policies to reflect the new leave entitlements. This includes revising employee handbooks, leave policies, and any related documents.
Expect and plan for increased absences: Extended leave periods mean employers are likely to see an influx in leave requests. Having a robust staff holiday planner that allows staff to choose the option of parental leave or time off for dependents will keep your business running smoothly.
Train HR managers on the changes: Compliance can’t be an afterthought for employers! Not unless costly tribunals sound appealing. So, business owners and HR managers alike grasp the new regulations and align their policies accordingly. An effective way to upskill your staff on essential HR topics is by using e-learning or finding online training courses.
Need more support with your Parent Leave policies?
If you need more support, BrightHR’s employment law services can help you navigate changing laws with confidence. Access expertly written policies, templates, contracts and guides plus 24/7 legal advice for out-of-hours support.
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