You should let your manager know as soon as possible, and before your start time, that you are unable to attend work.
If you are unable to attend work due to illness or injury, you may be granted sick pay under the Public Service Sick Leave Scheme - gov.ie.
Changes to the scheme came into effect on 4 September 2023.
The revised scheme is set out in Changes to the Public Service Sick Leave Scheme - HSE HR circular 024/2023.
The changes apply to employees who went on sick leave on or after 4 September. If you have been on continuous sick leave since before 4 September 2023 you will keep your previous sick leave conditions (the conditions in place at the time you went on sick leave). These are known as transitional arrangements. The revised arrangements apply to your next period of sick leave.
You are entitled to sick pay when you comply with HR policies and procedures including:
HSE Rehabilitation of Employees with Illness or Injury Policy and Procedure
Self-certified sick leave
You may be granted up to 7 days self-certified paid sick leave (pro rata if you work part time) in a rolling 24 month period. This means you do not need a medical certificate for absences of up to 2 consecutive days, unless you are specifically asked to provide one.
When you return to work, you must meet with your manager and fill out a self-certification of sickness absence form (Word, 31 KB, 1 page).
Certified sick leave
Certified sick leave is when your GP confirms that you are too unwell to work. Your GP will give you a medical certificate that shows how many days you need to be off to recover. This is called medically certified sick leave. You must give this certificate to your manager if you are absent for more than 2 consecutive days.
Ordinary sick leave
The maximum amount of paid sick leave you can receive is 183 days in a rolling 4-year period. This limit includes all forms of sick pay, including full pay, half pay, and Temporary Rehabilitation Remuneration (TRR). To calculate your remaining entitlement, count backwards from the day before your current absence.
If you do not exceed the 183-day threshold, you may receive:
- 92 calendar days (3 months) on full pay in a rolling 1-year period
- 91 calendar days (3 months) on half pay in a rolling 1-year period (this applies when you reach the full-pay threshold)
Temporary Rehabilitation Remuneration (TRR)
You may be eligible for a payment called TRR if you have used all your sick leave at full pay and half pay.
Management have the discretion to approve or refuse TRR on a case-by-case basis.
Before TRR can be paid
- You must have 2 years service. If you have more than 1 period of employment in the public service, this requirement can be met by combining these employment periods. This applies as long as there is not a break in service of 26 weeks or more.
- There must be a reasonable chance that you will return to work. Your manager should consider medical advice from occupational health when making this decision.
How TRR is paid
- TRR is paid at 37.5% of your salary.
- It is based on your basic salary, pensionable allowances, and any unsocial hours payments you receive.
Waiting days
There is no payment for the first 3 days of each sickness absence. These are called 'waiting days'.
Each time you have a new sickness absence, a new 3‑day waiting period applies.
The following days count towards waiting days:
- Saturdays
- Sundays
- rest days
- days when your workplace is closed
When the 3‑day wait does not apply
The 3-day wait does not apply if you:
- move from full pay or half pay to TRR during the same period of illness, including extended sick pay under the Critical Illness Protocol (CIP)
- return to work after critical illness sick leave and later use all your extended sick pay under CIP during the protective year
TRR can be paid for up to 547 days (18 months) in a rolling 4-year period.
Temporary Rehabilitation Remuneration Form HR114 (PDF, 248 KB, 3 pages)
TRR top up
A TRR 'top up' model will operate for a transitional period of 5 years (from 4 September 2023 to 3 September 2028).
The top up model benefits employees who would have been entitled to a higher payment for TRR under their pension scheme's ill-health retirement rules.
To benefit, you must have a minimum of 20 years' full time service in the public service.
The TRR ‘top-up’ will be the difference between:
- amount payable at the flat 37.5% rate of basic salary plus pensionable allowances; and
- amount of the TRR payment under the pension scheme rules
To apply for a TRR top up, complete the TRR Top-up Payment Form HR118 (PDF 225 KB, 5 pages).
Critical Illness Protocol (CIP)
If you become seriously injured or critically ill, and have supporting medical evidence, you may be granted extended paid sick leave under the terms of the Critical Illness Protocol (CIP).
Limits
- up to 6 months (183 days) on full pay in a rolling 1-year period
- followed by up to 6 months (182 days) on half pay
TRR and CIP
If you have used up all your CIP full-pay and half-pay limits, TRR may be granted for up to 1 year (365 days) in a rolling 4-year period.
TRR may be extended for a further 2 years (730 calendar days and maximum 1095 calendar days).
Any TRR extension is reviewed every 6 months.
CIP criteria
If you apply for CIP, you must attend Occupational Health. They will assess if you meet the medical criteria. Management and HR will use this assessment, along with other criteria, to decide if CIP can be granted.
Occupational Health may recommend you are fit to return to work if suitable supports are available, for example a temporary change to your duties.
Your medical condition should have at least 1 of the following:
- acute life-threatening physical illness
- chronic progressive illness that is known to reduce life expectancy
- major physical trauma that requires urgent surgical treatment
- in-patient or day-hospital care of 10 consecutive days or more
- for pregnancy‑related or assisted‑pregnancy‑related illness, 2 or more consecutive days of in‑patient care
CIP leave may also be granted even if you do not meet the medical criteria. This is at management's discretion. When making this decision, your manager will consider the occupational health report and your individual circumstances.
Critical Illness Protocol - HR circular 014 2018
Protective year after critical illness
When you return to work after a critical illness or injury, you have a protective year. This means you can use any remaining CIP leave for other non-critical illnesses that happen within 1 year of you returning to work.
There is a limit of 365 days of critical illness leave in any rolling 4‑year period. You can get these sick‑leave extensions even if the new illness or injury is not related to your critical illness.
Sick leave and annual leave
You may receive paid sick leave if you become ill during your annual leave and provide a medical certificate. Self‑certified sick leave cannot be used during annual leave.
Department of Social Protection (DSP) payments
Sick pay at full pay, half pay, and TRR (at the flat rate of 37.5%) includes any illness benefit or occupational injury benefit you receive from the DSP. These DSP payments are counted as part of your sick pay.
If you are eligible for DSP payments, you must:
- apply to the DSP with the correct documentation
- tell your manager the rate you will receive from the DSP so we deduct the correct amount
National Finance Division (NFD) Payroll Notification Form (illness benefit class A and occupational injury benefit class A and D)
Public Service Sick Leave Scheme and DSP - HR Memo (PDF, 256 KB, 3 pages)
Claiming illness benefit from DSP - gov.ie
Claiming injury benefit from DSP - gov.ie
Pregnancy-related illness
If you have a certified pregnancy-related illness, you can take sick leave in the usual way. Your normal sick leave limits apply.
If you use all your full‑pay and half‑pay sick leave before starting maternity leave, you may receive a special extension of sick leave at half pay.
If you become ill after maternity leave, and have used up your sick leave because of a pregnancy-related illness, you may be able to have that pregnancy-related sick leave restored at half pay. This is subject to the normal sick leave limits.
Probation and training
If you are a permanent or fixed-term employee on probation or in training, your sick leave entitlement is granted pro rata. For example, if your probation lasts 12 months, you are entitled to 23 days on full pay and 23 days on half pay. This is subject to the normal limits for sick pay.
Pro rata sick leave does not apply if you are on probation in a role you were promoted to (if you completed your new-entrant probation successfully).
'Training’ includes trainee, student and intern contracts.
Once you finish your probation, the full sick leave limits apply. This applies to employees on permanent and fixed-term contracts.
Illness or injury while at work
If you become ill or are injured while at work, you may be covered by one of the HSE’s occupational illness or injury schemes. This also applies if you are assaulted at work. These schemes do not affect your entitlements under the Public Service Sick Leave Scheme.
Long Term Absence Benefit Schemes Guidelines (PDF, 1.3 MB, 32 pages)
National HR Employee Helpdesk
Phone: 1800 444 925
Email: ask.hr@hse.ie
The helpdesk is open Monday to Friday from 9am to 12 noon