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Home About Us Services Publications Information Employment Equality Equal Status Maternity Leave Parental Leave Adoptive Leave Force Majeure Leave Paternity Leave Work Life Balance Funding for Companies Press Releases Legislation & Statutory Instruments Criteria for Representation Advocacy and Equality Studies FAQs Events Research Equality Mainstreaming Unit Links Contact Us Translations Sitemap Gaeilge	Summary of Force Majeure Leave Summary: An employee is entitled to leave with pay from his or her employment for urgent family reasons, owing to the injury or illness of any of the persons listed below. a child or adoptive child of the employee; the spouse of the employee, or a person with whom the employee is living as husband or wife; a person to whom the employee is in loco parentis; a brother or sister of the employee; a parent or grandparent of the employee; persons in a relationship of domestic dependency , including same-sex partners. Entitlement to force majeure leave is limited to circumstances where the immediate presence of the employee, at the place where the ill or injured person is situated, is indispensable. During an absence on force majeure leave an employee is regarded as being in the employment of the employer, and retains all of his or her employment rights. Force majeure leave is paid leave. It cannot be treated as part of any other leave [s.14(5)] (e.g. sick leave, adoptive leave, maternity leave, annual leave or parental leave) to which the employee is entitled. Notification of Force Majeure Leave As soon as reasonably practicable after his or her return to work after an absence on force majeure leave, an employee must confirm to his or her employer that he or she has taken the leave. The notice must specify the information contained in the Form at Appendix B of the Parental Leave Information Booklet, which can be downloaded at the bottom of this webpage. Maximum Entitlement An employee may not be absent on force majeure leave [s.13(5)] for more than 3 days in any 12 consecutive months, or 5 days in any 36 consecutive months. Absence for part of a day is counted as one day of force majeure leave. Disputes Disputes are heard by the Rights Commissioner Service. Further information on dispute procedures and complaint forms are available from the Rights Commissioner Website	Search Tick the box to search just the current location and its sublocations Advanced Search

Summary of Force Majeure Leave

Summary:

An employee is entitled to leave with pay from his or her employment for urgent family reasons, owing to the injury or illness of any of the persons listed below.
- a child or adoptive child of the employee;
- the spouse of the employee, or a person with whom the employee is living as husband or wife;
- a person to whom the employee is in loco parentis;
- a brother or sister of the employee;
- a parent or grandparent of the employee;
- persons in a relationship of domestic dependency , including same-sex partners.
Entitlement to force majeure leave is limited to circumstances where the immediate presence of the employee, at the place where the ill or injured person is situated, is indispensable.
During an absence on force majeure leave an employee is regarded as being in the employment of the employer, and retains all of his or her employment rights.
Force majeure leave is paid leave. It cannot be treated as part of any other leave [s.14(5)] (e.g. sick leave, adoptive leave, maternity leave, annual leave or parental leave) to which the employee is entitled.

Notification of Force Majeure Leave

As soon as reasonably practicable after his or her return to work after an absence on force majeure leave, an employee must confirm to his or her employer that he or she has taken the leave. The notice must specify the information contained in the Form at Appendix B of the Parental Leave Information Booklet, which can be downloaded at the bottom of this webpage.

Maximum Entitlement

An employee may not be absent on force majeure leave [s.13(5)] for more than 3 days in any 12 consecutive months, or 5 days in any 36 consecutive months. Absence for part of a day is counted as one day of force majeure leave.

Disputes

Disputes are heard by the Rights Commissioner Service.
Further information on dispute procedures and complaint forms are available from the Rights Commissioner Website