Covid-19 and work restrictions – where do we stand?

While the Covid-19 Pandemic saw significant changes across all forms and sectors of business in Ireland for several years, following the significant reduction of cases and cessation of the wider pandemic, guidelines relating to Covid-19 cases and self-isolation have been significantly reduced, if not removed altogether.

In 2025, restrictions on those employees who have symptoms of and/or test positive have largely been removed: however, ensuring the health and safety of this ill employee (and the health and safety of others) remains paramount for employers.

level 5 restrictions

If an employee tests positive for Covid-19, what should they do?

At present, there are no specified HSE guidelines issued by the Irish government in relation to Covid-19 restrictions: therefore, an employee who tests positive for Covid-19 should follow their employer’s normal absence procedures. While an employee may be able to attend for work as normal, the employer should ensure that the employee’s attendance at work does not pose a significant risk for other employees (particularly any employees deemed as “higher-risk”.

If an employee has been absent from work relating to Covid-19, you should ensure the following:

  • Follow your absence reporting policy as normal. This can be found in your contract of employment and/or employee handbook.

    • If the employee does not have a contract of employment or is not familiar with the employee handbook, you should distribute this to them as soon as possible.
    • Communicate your employee’s responsibilities and obligations under the absence reporting policy.
    • Please follow your sick pay policy as normal, regarding payment for certified illness.

  • If an employee has tested positive, they should follow medical advice from their GP and continue to follow your absence reporting policy.

  • If an employee has tested negative and is ready to return to work, you should:

    • Request that they fill in the ‘return to work form.’
    • Allow them to return to work where possible: if necessary, the employer should assess whether reasonable accommodations should be put in place in order to assist with the employee’s return.