With nine Bank Holidays in the Irish Calendar each year, we thought you might find some information on Public Holidays and the relevant employer obligations and responsibilities around pay useful.

The nine Public Holidays in Ireland each year are as follows:

  • New Year’s Day (1st January)
  • St. Patrick’s Day (17th March)
  • Easter Monday (variable date)
  • First Monday in May (variable date)
  • First Monday in June (variable date)
  • First Monday in August (variable date)
  • Last Monday in October (variable date)
  • Christmas Day (25th December)
  • St. Stephen’s Day (26th December)
Public Holiday Pay Guide

Let’s breakdown and simplify the statutory public holiday entitlements under Irish employment legislation:

Did you know that employees scheduled to work on a Public Holiday are entitled to an additional day’s pay for the day?

Example – Employee ‘A’

Let’s take “Employee A” as an example – “Employee A” works on the day the Public Holiday falls – let’s say “Employee A” is a retail store employee and is required to work on St. Stephen’s day as it is the first day of the store’s seasonal sale – On a normal working day “Employee A” earns €100.

This means that “Employee A” is entitled to receive the usual €100 for the hours worked on the Public Holiday as well as an additional €100 – So “Employee A” receives €200 for working on the Public Holiday. If there is any ambiguity in ascertaining what an additional day’s pay should equal the employer should look at the last day worked prior to the Public Holiday.

Example – Employee ‘B’

Employee ‘B’ represents an employee who is normally scheduled to work on a day that a Public Holiday falls but is not required to work on that day (for example – an administrative assistant in a bank who typically works 9:00am to 5:00pm Monday – Friday, who is not required to work on Easter Monday).

Employee ‘B’ should receive their normal day’s pay for that day as well as not being required to work on the Public Holiday. On a normal working day “Employee B” receives €200. When a Public Holiday falls “Employee B” will not be required to work on this day as the business is closed. “Employee B” will still receive their normal day’s pay.

Example – Employee ‘C’

The one that can cause the most confusion is the case of Employee ‘C’

Employees who are not normally scheduled to work on the Public Holiday will receive one-fifth of their normal weekly pay for the day. Employee ‘C’, for instance, works Wednesday – Friday and receives €100 per day in remuneration. If a Public Holiday falls on a Tuesday, even though Employee ‘C’ never works that day he or she still has the right to benefit from the Public Holiday in some way.

Employee ‘C’ is still entitled to be paid a certain amount as a benefit for the Public Holiday (one-fifth of their normal weekly pay). If this employee earns €300 per three day week (Wednesday-Friday) they are entitled to earn an additional €60 during a week where a Public Holiday falls on a Monday or Tuesday.

The above rules will apply for all Public Holidays.

Public Holiday Pay Guide

Summary of Entitlements

Normal Working Hours Employees

Employees who qualify for a public holiday are entitled to one of the following:

A paid day off on the public holiday

An additional day of annual leave

An additional day’s pay

A paid day off within one month of he public holiday

Part-time Employees

If you have worked for your employer at least 40 hours in the 5 weeks before the public holiday and the public holiday falls on a day you normally work you are entitled to a day’s pay for the public holiday.

If you are required to work that day you are entitled to an additional day’s pay.

If you do not normally work on that particular day you should receive one-fifth of your weekly pay. Even if you may never be rostered to work on a public holiday you are entitled to one-fifth of your weekly pay as compensation for the public holiday.

We apologise that we are currently unable to respond to comments at this time due to the volume of queries – 15/05/2018