Redundancy in Ireland – What Are Your Rights as an Employee?

29/09/2025

Facing redundancy can be one of the most stressful moments in anyone's working life. It often comes with uncertainty, worry about finances, and confusion about whether the process being followed is fair. If you find yourself in this position, it's important to understand your rights under Irish employment law.

What Is Redundancy?

Redundancy happens when a job role itself is no longer needed. It is not the same as being sacked. In law, redundancy means the position is closing, not the individual.

Your employer must show that the redundancy is genuine — for example, due to a downturn in business, restructuring, or closure. They cannot simply use redundancy as an excuse to dismiss someone without fair procedures.

The Law on Redundancy in Ireland

The key legislation is the Redundancy Payments Acts 1967–2014, with Section 7 setting out when a dismissal qualifies as a redundancy. Under Section 7, redundancy arises where:

  • The employer has ceased or intends to cease carrying on the business.

  • The business is shutting down at the location where you work.

  • The requirement for employees to carry out your type of work has reduced or ceased.

  • The employer needs fewer people to do the work.

If your situation does not fall within these legal definitions, your dismissal may not be a genuine redundancy — and you may have grounds for a claim such as unfair dismissal.

Your Rights in a Redundancy Situation

As an employee, you have several important rights, including:

  • Redundancy Pay – If you have at least 104 weeks (two years) of continuous service, you are entitled to a statutory redundancy payment. This is calculated based on your age, years of service, and weekly pay (subject to limits).

  • Fair Consultation – Your employer must consult with you in advance, give notice, and follow a fair and transparent process.

  • Notice Period – You are entitled to a statutory minimum notice period, which increases with your length of service.

  • Challenge the Process – If the redundancy isn't genuine or if fair procedures aren't followed, you may be entitled to bring a claim for unfair dismissal.

Special Categories of Workers

Certain groups of employees have extra protections when facing redundancy:

  • Maternity Leave – If you are on maternity leave, you cannot be selected for redundancy just because you are on leave. Any redundancy must be genuine, and your rights are strongly protected under both Irish and EU law.

  • Employees on Sick Leave or Protected Leave – Similar protections apply if you are out on certified sick leave, parental leave, or other statutory leave. Selection for redundancy in these cases must be based on objective and fair grounds, not the fact that you are on leave.

  • Part-Time or Fixed-Term Workers – You cannot be treated less favourably in a redundancy situation just because of your contract type.

If you are in any of these categories and believe you've been targeted unfairly, it is vital to seek advice quickly.

Protect Yourself – Get Advice Early

Redundancy does not mean you are powerless. You still have rights, and in many cases, employees are entitled to more than they are first told. If you believe your redundancy may not be genuine, or you are worried about how the process is being handled, it's important to act now.

👉 At WorkplaceDisputes.ie, we specialise in helping employees understand their rights and challenge unfair treatment. Book a confidential case assessment call today to get clear advice on your next step.

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