What is the process and eligibility criteria for taking bereavement leave in Ireland, and how is pay calculated?

In Ireland, bereavement leave is commonly known as Compassionate Leave. It is handled sympathetically to accommodate the needs of a supported employee attending the funeral of a close relative. There are no statutory requirements for providing paid bereavement leave, and the duration of Compassionate Leave is subject to the company's discretion and depends on individual circumstances. However, it is customary for employers to offer 3 days of paid leave. There are no specific conditions or eligibility criteria that supported employees must meet to qualify for this leave.

To apply for bereavement leave, a supported employee should:

• Contact both the customer and Pebl through our Global Work Platform™ or by sending an email to support@velocity global.com to request the leave.
• The customer is responsible for informing Pebl regarding the number of leave days they wish to grant the supported employee and confirming if the leave will be paid beyond the customary 3 days.

What is the process and eligibility criteria for taking educational leave in Ireland, and how is pay calculated?

In Ireland, there is no automatic entitlement to unpaid educational leave, such as a career break or study leave, unless it is explicitly included in the employment agreement. Typically, a standard employment agreement does not cover study leave, as it is not a common provision.

If a customer wishes to provide educational leave, they must inform Pebl, as each request from a supported employee is considered individually.

Currently, within the services provided, there is no specific benefit available in Ireland for paid educational leave. Supported employees should review their employment agreements or consult with their workplace's Human Resources department to explore any educational leave options.

What is the process and eligibility criteria for taking sabbatical leave in Ireland, and how is pay calculated?

Sabbatical leave in Ireland commonly lasts around 6 months, though this duration can vary. Sabbaticals may be paid or unpaid, depending on the employer's policy. Typically, sabbatical leave is offered to long-term employees who have been with the company for several years.

There is no legal obligation for employers to provide sabbatical leave in Ireland. It is entirely at the discretion of the company whether to offer this type of leave. However, if an employment agreement includes provisions for a sabbatical, it must be honored. It is important to note that sabbatical leave is not commonly offered in Ireland.

What are the guidelines for emergency leave in Ireland, including length, eligibility, application rules, and pay calculation?

In Ireland, there are two main categories of emergency leave: Force Majeure Leave and Domestic Violence Leave.

Force Majeure Leave:

• Length: Employees can take up to 3 days of leave within a 12-month period or 5 days within a 36-month period.
• Eligibility: Employees are eligible if there is an urgent need to attend to a family member due to sickness or injury. Eligible family members include:

- Children or individuals for whom the employee acts in a parental capacity

- Spouses or domestic dependents

- Siblings

- Parents

- Grandparents

• Application Rules: Prior notice is not required; however, the leave must be qualified as force majeure leave afterward.
• Pay Calculation: The leave is paid.

Domestic Violence Leave:

• Length: Employees are entitled to 5 days of paid leave.
• Eligibility, Application Rules, and Pay Calculation: This leave is available for employees who are victims of domestic violence and is fully paid.

In general, employers in Ireland do not offer additional force majeure leave beyond the statutory allowance.

What are the length, eligibility criteria, application rules, and pay calculation for marriage leave in Ireland?

In the Republic of Ireland, there is no statutory provision for marriage leave. Civil servants in the public sector are entitled to marriage leave, but this entitlement does not extend to employees in the private sector. In the private sector, marriage leave may be offered at the discretion of the customer.

As there are no statutory guidelines, details such as length, eligibility criteria, application rules, and pay calculation for marriage leave depend solely on the policies set by the private sector employer.