Maternity Leave

Entitlement to Maternity Leave

A pregnant employee is entitled to leave, (maternity leave), from her employment for a period (the minimum period of maternity leave) of not less than 26 consecutive weeks. Part may be  postponed. The Minister may by order, made with the consent of the Minister for Social and Family Affairs and the consent of the Minister for Finance, extend the statutory period. The period was extended to 26 weeks pursuant to Eu Directives under this power.

Entitlement to the minimum period of maternity leave is subject to a pregnant employee  having, as soon as reasonably practicable but not later than four weeks before the commencement of maternity leave,

  • notified in writing her employer of her intention to take maternity leave; and
  • at the time of the notification, given to her employer or produced for inspection a medical or other appropriate certificate confirming the pregnancy and specifying the expected week of confinement.

A notification may be revoked by a further notification in writing by the employee concerned to her employer.

The rights set out in this article are the statutory minimum. The employment contract, practice or collective agreement may make more favourable provisions for the employee.


Commencement of Leave

The minimum period of maternity leave shall commence on such day as te employee selects, being not later than two weeks before the end of the expected week of confinement, and shall end on such day as she selects, being not earlier than four weeks after the end of the expected week of confinement.

Where an employee is employed under a contract for a fixed term and that term expires before the day which, otherwise would be the last day of her maternity leave, then the last day is the day on which the term expires. This does not affect the termination of the employee’s contract of employment on that day.

Where it is certified by a registered medical practitioner or otherwise to the satisfaction of the Minister (Department) that, for an employee specified in the certificate, the minimum period of maternity leave should, for a medical reason so specified, commence on a date so specified, and the certificate is produced for inspection by the employer concerned within such period as may be prescribed by regulations made by the Minister, the minimum period of maternity leave for that employee shall commence on the date so specified.

Where a certificate is issued and the requirement relating to the production of the certificate for the employer’s inspection is complied with, the employee specified in the certificate is taken to have informed her employer of her pregnancy (if she had not previously done so) and is deemed to have complied with her obligation to notify the employer in that regard.


Period of Leave

The minimum period of maternity leave for an employee is a period of not less than 26 consecutive weeks, or 26 weeks part of which is postponed as below as may be appropriate, commencing on whichever of the following is the earlier

  • the first day of maternity leave taken or
  • the date of confinement.

Where the date of confinement of a pregnant employee occurs in a week after the expected week of confinement, the minimum period of maternity leave shall be extended by such number of consecutive weeks (subject to a maximum of four weeks) after the week in which the date of confinement occurs as ensures at least the minimum period of leave.

Where the minimum period of maternity leave is proposed to be extended, the employee concerned shall as soon as practicable after the proposal for such extension, notify in writing her employer of the proposed extension; and as soon as practicable after the date of confinement, confirm in writing to her employer the notification  and specify the duration of the extension.

Where, in relation to a pregnant employee, the date of confinement occurs in a week that is four weeks or more before the expected week of confinement, the employee shall, where the circumstances so require, be deemed to have complied with the minimum notification required, if it is given in the period of 14 days commencing on the date of confinement.


Additional Maternity Leave

An employee who has taken maternity leave shall, if she so wishes, be entitled to further leave from her employment, (known as additional maternity leave), for a maximum period of 16 consecutive weeks commencing immediately after the end of her maternity leave, or 16 weeks, all or part of which is postponed as below. The Minister may by order amend the  period of additional maternity leave.

An employee is entitled to additional maternity leave, whether or not the minimum period of maternity leave has been extended.  The entitlement to additional maternity leave is subject to an employee having notified in writing her employer of her intention to take such leave. Notification must be given either at the same time as the principal notification or not later than four weeks before the date which would have been the employee’s expected date of return to work, if she had not taken the additional maternity leave.

A notification may be revoked by a further notification in writing given by or on behalf of the employee concerned to her employer not later than four weeks before the date which would have been her expected date of return to work if she had not taken the additional maternity leave.


Effect of Illness on Maternity

If, at any time during the last 4 weeks of maternity leave whether or not part of such leave is postponed and where an employee has, or is deemed to have, notified her employer of her intention to take additional maternity leave, or  during the additional maternity leave whether or not such leave or part of it is postponed, an employee who is sick wishes to terminate the additional maternity leave, she may request in writing (or cause a written request to be submitted to) her employer to terminate the additional maternity leave.

An employer who receives a request above may agree to terminate the additional maternity leave of the employee concerned and, if the employer does so, the additional maternity leave shall terminate on a date agreed by the employee and the employer that is not earlier than the date of the commencement of the employee’s sickness and not later than the date on which the additional maternity leave would have ended in accordance with the notification given by the employee to the employer.

An employer who receives a request shall notify the employee concerned in writing of the employer’s decision in relation to the request as soon as reasonably practicable following the receipt of it.

Where the additional maternity leave of an employee is terminated, the absence from work of the employee due to sickness following such termination is treated in the same manner as any absence from work of the employee due to sickness, and the employee shall not be entitled to the additional maternity leave or the part of it not taken by her at the date of such termination.


Hospitalisation of Child I

An employee who is on maternity leave or is entitled to, or is on, additional maternity leave may, if the child in connection with whose birth she is on, or is entitled to, that leave is hospitalised, request her employer in writing to postpone  part of the maternity leave, part of the maternity leave and the additional maternity leave, or the additional maternity leave or part of it.

An employee may make a request to postpone part of her maternity leave with effect from a date she selects provided that the period of maternity leave taken by her on that date is not less than 14 weeks and not less than 4 of those weeks are after the end of the week of confinement. An employer who receives a request may agree to postpone the leave concerned.

If  the employer does so the employee concerned shall return to work on a date agreed that is not later than the date on which the leave concerned is due to end in accordance with the notification given, by the employee to the employer. The leave concerned is postponed with effect from the date agreed  and the employee concerned is entitled to  the part of the maternity leave and / or additional maternity leave, not taken by her by reason of the postponement (resumed leave) in accordance with regulations made by the Minister to be taken in one continuous period commencing not later than 7 days after the discharge of the child from hospital.

An employer who receives a request above  shall notify the employee concerned in writing of the employer’s decision in relation to the request as soon as reasonably practicable following the receipt of it.


Hospitalisation of Child II

Where, following the postponement of leave in this context, an employee returns to work and during the period of the postponement she is absent from work due to sickness, the employee is deemed to commence resumed leave on the first day of such absence unless she notifies her employer in writing as soon as reasonably practicable that she does not wish to commence such leave. Following such notification  the absence from work of the employee due to sickness is treated in the same manner as any absence from work of the employee due to sickness, and the employee shall not be entitled to the resumed leave.

Regulations may make provision in relation to either or both of the maximum period of postponement of leave, and the evidence to be furnished by an employee to her employer of the hospitalisation, and the discharge from hospital, of the child.

Entitlement to resumed leave shall, be subject to an employee having notified her employer in writing (or caused her employer to be so notified) as soon as reasonably practicable but not later than the day on which the leave begins of her intention to commence such leave.

The above  notification  may be revoked by a further notification in writing given by or on behalf of the employee concerned to her employer within the period specified. The employer may, at its the discretion  waive the right to receive a notification.

The evidence to be furnished by an employee to her employer, if so requested by the employer, is—

  • a letter or other appropriate document from the hospital in which the child concerned is hospitalised confirming the hospitalisation, and
  • a letter or other appropriate document from the hospital concerned or the child’s medical practitioner confirming that the child has been discharged from hospital and the date of that discharge.

Premature Baby

From 1st October 2017, the period for which maternity benefit is paid has been extended in cases where a baby is born prematurely. The extended period of benefit is equivalent to the duration between the actual date of birth of the premature baby and the date when the maternity leave was expected to commence (i.e. ordinarily two weeks before the expected date of birth).

This new measure, which took effect for premature babies born on or after Sunday, 1st October, increasse the duration of maternity leave and the associated maternity benefit to be paid in cases where a baby is born prematurely.


Perinatal Care Leave for Parents

For the purpose of receiving ante-natal,  post-natal care or both, an employee is entitled to time off from her work, without loss of pay, in accordance with regulations made by the Minister. The regulations may provide for

  • the amount of time off to which an employee is entitled;
  • the terms or conditions relating to such time off;
  • the notice to be given in advance by an employee so entitled to her employer (including any circumstances in which such notice need not be given);
  • the evidence to be furnished by an employee so entitled to her employer of any appropriate medical or related appointment.

A pregnant employee is entitled to time off from her work, without loss of pay, in accordance with regulations, for the purpose of attending one set of ante-natal classes (other than the last 3 classes in such a set). Those classes may be attended by her during one or more pregnancies.

An employed expectant father of a child is entitled once only to time off from his work, without loss of pay, in accordance with regulations , for the purpose of attending the last 2 ante-natal classes in a set of such classes attended by the expectant mother of their child before the birth of the child.


Perinatal Care and Exceptions

Regulations may make provision in relation to all or any of the following matters:

  • the amount of time off to be allowed for attendance at ante-natal classes;
  • the terms or conditions relating to such time off;
  • the notice to be given in advance by a pregnant employee or an expectant father entitled to time off under this section to her or his employer;
  • the evidence to be furnished by a pregnant employee or an expectant father so entitled to her or his employer of ante-natal classes that she or he is to attend.

This entitlement does not apply to a member of the Defence Forces who is or is deemed to be on active service, engaged in operational duties at sea, operations in aid of the civil power, training that is directly associated with any of these activities or engaged in any other duty outside the State if the Chief of Staff in exceptional circumstances so directs, to a member  who is required to perform a duty which is, in his opinion of a special or urgent nature for so long as the member is performing the duty.

This entitlement does not apply to a member of the Garda Síochána who is on the direction, or with the consent, of the Commissioner of the Garda Síochána serving outside the State performing duties of a police character or advising others on, or monitoring them in, the performance of such duties or any related duties for so long as the member is so serving, if the Commissioner in exceptional circumstances so directs, to a member  who is required to perform a duty which is, in his opinion is of a special or urgent nature for so long as the member is performing the duty.


Breastfeeding

An employee who is breastfeeding is entitled, without loss of pay, at the option of her employer to either time off from her work for the purpose of breastfeeding in the workplace in accordance with regulations where facilities for breastfeeding are provided in the workplace by her employer, or a reduction of her working hours in accordance with regulations for the purpose of breastfeeding otherwise than in the workplace.

An employer is not required to provide facilities for breastfeeding in the workplace if the provision of such facilities would give rise to a cost, other than a nominal cost, to the employer.

Regulations may make provision in relation to

  • the amount of time off and the number and frequency of breastfeeding breaks to which an employee is entitled;
  • the reduction of working hours to which an employee is entitled;
  • the terms or conditions relating to time off or to a reduction of working hours
  • the notice to be given in advance by an employee to her employer in relation to the proposed exercise by her of her entitlement;
  • the evidence to be furnished by such an employee to her employer in relation to the date of confinement.

If an employee who has exercised her entitlement ceases to breastfeed, she shall, at the earliest practical time, notify her employer in writing that she has so ceased.

“Breastfeeding’ means breastfeeding a child or expressing breast milk and feeding it to a child immediately or storing it for the purpose of feeding it to the child at a later time.


Death of Expectant Mother; Rights for Father I

If the mother who has had a child dies at any time before the expiry of the fortieth week after  the week of her confinement, the father of the child (if he is employed under a contract of employment) is entitled to leave from his employment for a period ending as follows

  • if the mother dies before the expiry of the twenty-fourth week the period ends, at the end of that twenty-fourth week, and
  • if the mother dies at any time after the expiry of that twenty-fourth week the period ends, at the end of the fortieth week.

Entitlement to leave is subject to the father  notifying his employer in writing  not later than the day on which his leave begins of the death of the mother, of his intention to take leave and of the length of the leave to which he believes he is so entitled; and if requested by his employer, causing his employer to be supplied, as soon as is reasonably practicable, with a copy of the death certificate made in respect of the mother and of the birth certificate in respect of the child. The period of leave shall commence within 7 days of the mother’s death.


Death of Expectant Mother; Rights of Father II

A father who has taken leave shall, if he so wishes, be entitled to further leave from his employment for a maximum period of 16 consecutive weeks commencing immediately after the end of his above leave, or which may be postponed in the same manner as maternity leave. The entitlement to further leave is subject to the father having notified in writing his employer (or caused his employer to be so notified) of his intention to take such leave.

Notification may be  given either at the same time as the notification for the basic leave or (if it is later) not later than four weeks before the date which would have been the father’s expected date of return to work if he had not taken the further leave.  A notification may be revoked by a further notification in writing given by the father to his employer not later than the day on which the leave is due to begin; and if it relates to subsequent leave  not later than the latest date on which the notification which is to be revoked could have been given.The Minister may by order amend the notice periods.


Death of Expectant Mother:Rights of Father III

There is provision for termination of leave in event of sickness of the father. It is equivalent to that applicable to the mother’s maternity leave. Its purpose is to enable sick leave to take effect in place of the paternity leave. A father who is entitled to the above leave may postpone the  leave in the event of hospitalisation of the child.

The  maximum period of postponement of leave is 6 months. There is provision for resumption of the leave. The evidence to be furnished by an employee or an employed father to her or his employer.

If so requested by the employer, the following is required; a letter or other appropriate document from the hospital in which the child concerned is hospitalised confirming the hospitalisation, and  a letter or other appropriate document from the hospital concerned or the child’s medical practitioner confirming that the child has been discharged from hospital and the date of that discharge.


Health and Safety Leave I

Pregnant employees,  employees who have recently given birth and  employees who are breastfeeding may be entitled to leave on health and safety grounds.

Where an employer is required to move an employee in the above category to other work whether as a result of a risk assessment or because the employee cannot be required to perform night work), but

  • it is not technically or objectively feasible for the employer to move the employee as required;
  • such a move cannot reasonably be required on duly substantiated grounds, or
  • the other work to which the employer proposes to move the employee is not suitable for her,

the employee must be granted leave from her employment.


Health and Safety Leave II

Where an employee is granted leave under this provision, she is entitled to receive, on request to her employer, a certificate, in such form as may be set by regulations—

  • stating that she has been granted leave for whichever of the above reasons apply;
  • containing such supplementary information as the regulations may require; and
  • specifying the date on which the leave began and its expected duration.

Other work is suitable for an employee in this context if it is of  a kind which is suitable in relation to the employee concerned and  is appropriate for the employee to do in all the circumstances.

For the first 21 days of leave granted to an employee by an employer in any relevant period, the employee is entitled to receive from the employer remuneration of an amount determined in accordance with regulations. The “relevant period”, is the period beginning with her pregnancy and continuing beyond any confinement resulting from that pregnancy until she ceases to be an employee who has recently given birth or, as the case may be, an employee who is breastfeeding.


Cessation of Leave I

Health and safety leave granted to an employee ends in the case of leave granted to a pregnant employee, immediately before her maternity leave begins; and in any other case, on the date on which she ceases to be subject to the above conditions. Where the  employee to whom leave is granted is employed under a contract for a fixed term and that term expires before the day on which that leave would end, then  the last day of the leave so granted to her is the day on which the term expires. Nothing above affects the termination of the employee’s contract of employment on that day.

If an employee to whom health and safety leave has been granted as being an employee who is breastfeeding ceases breastfeeding, she shall, at the earliest practical time, notify her employer in writing that she has so ceased. If, during such a period of leave, the employee becomes aware that her condition is no longer such that she is vulnerable to the risk by virtue of which she was granted the leave, she shall at the earliest practical time notify her employer in writing that she is no longer at risk.


Cessation of Leave II

Where an employer receives notification from an employee  and has no reason to believe that, if the employee returned to work, she would be vulnerable to risk  the employer shall take all reasonable measures to enable the employee to return to work in the job which she held immediately before the start of her leave and shall then notify her in writing that she can resume work in that job. In this case, the leave shall end seven days after the notification is received by her or, if it is earlier, on the day she returns to work.

If, during a period of health and safety leave,  her employer either takes whatever measures are necessary to ensure that she will no longer be exposed to any risk by virtue of which she was granted the leave or becomes able to move the employee and notifies the employee in writing that she can return to work without exposure to that risk or, as the case may be, that other work is available to her which is suitable for her, the leave shall end seven days after the notification is received by her or, if it is earlier, on the day she returns to work or, as the case may be, takes up the other work.


Rights Protection I

Protective leave means maternity leave, additional maternity leave, leave to which a father is entitled, where the mother has died and health and safety leave. Where protective leave of one description is immediately followed by protective leave of another description, the time on leave is treated as one continuous period of protective leave.

During a period of absence from work by an employee while on  protective leave (including a period of natal care absence) she is deemed to have been in the employment of the employer. While so absent the employee is to be treated as if she had not been so absent. Such absence shall not affect any right (other than the employee’s right to remuneration during such absence), whether conferred by statute, contract or otherwise, and related to the employee’s employment. The right to remuneration applies only in the case of leave for natal care absence.

In respect of a period of absence from work by an employee while on  additional maternity leave, (and certain equivalent leave for fathers) the employee is deemed to have been in the employment of the employer. Accordingly, while so absent the employee shall be treated as if she or he had not been so absent. Such absence shall not affect any right or obligation (other than the employee’s right to remuneration or superannuation benefits or any obligation to pay contributions in or in respect of the employment during such absence), whether conferred or imposed by statute, contract or otherwise, and related to the employee’s employment.


Rights Protection II

In respect of a period of absence from work by an employee while attending statutory ante-natal classes or breastfeeding the employee is deemed to have been in the employment of the employer. Accordingly, while so absent the employee is treated as  if she or he had not been so absent; and such absence shall not affect any right, whether conferred by statute, contract or otherwise, and related to the employee’s employment.

An employee is deemed not to be an employed contributor for the purposes of social insurance  for any contribution week  in a period of absence from work on protective leave if the employee does not receive any reckonable earnings in respect of that week.

During absence by an employee while on health and safety leave, the above continuity provisions do entitle her to benefits in respect of a public holiday falling during that period of absence.


Protective Voidance I

Each of the following is void:

  • any purported termination of an employee’s employment while the employee is absent from work on protective leave;
  • any purported termination of an employee’s employment during a period of natal care absence;
  • any purported termination of an employee’s employment during a period of absence from work to attend ante-natal classes
  • any purported termination of an employee’s employment during a period of absence from work for breastfeeding;
  • any notice of termination of an employee’s employment given while the employee is absent from work on protective leave and expiring subsequent to such a period of absence;
  • any notice of termination of an employee’s employment given during a period of natal care absence and expiring subsequent to such a period;
  • any notice of termination of an employee’s employment given during a period of absence from work to attend ante-natal classes and expiring subsequent to such a period;
  • any notice of termination of an employee’s employment given during a period of absence from work for breastfeeding and expiring subsequent to such a period;
  • any purported suspension from employment the employee is   on protective leave, during a period of natal care absence or  absence to attend antenatal classes or for breastfeeding.

Protective Voidance II

Any notice of termination of employment given in respect of an employee or any suspension from employment imposed on an employee before the receipt by the employee’s employer of a notification of exercise of protective leave or before the production for the employer’s inspection of a certificate under and due to expire during the employee’s absence from work on protective leave, during a period of natal care absence or during a period of absence from work to attend ante-natal classes or for breastfeeding is extended by the period of such absence.

During an employee’s absence from work while on protective leave, being an employee who, starting with the commencement of her or his employment with the employer

  • is on probation in that employment, or
  • is undergoing training in relation to that employment, or
  • is employed under a contract of apprenticeship,

the probation, training or apprenticeship shall stand suspended during such absence and is completed by the employee on his or her return to work after such absence. The Minister may by regulations prescribe a period or periods of training in relation to which the above suspension does  not apply.


Resumption of Work after Leave

The general position is that on the expiry of a period during which an employee was absent from work while on protective leave, the employee is entitled to return to work—

  • with the employer with whom she or he was working immediately before the start of that period or, where during the employee’s absence from work there was a change of ownership of the undertaking in which she or he was employed immediately before her or his absence, with the owner of the undertaking at the expiry of the period of absence,
  • in the job which the employee held immediately before the start of that period, and
  • under the contract of employment under which the employee was employed immediately before the start of that period, or, where a change of ownership has occurred, under a contract of employment with the successor which is identical to the contract under which the employee was employed immediately before the start of that period,
  • and under terms or conditions  not less favourable than those that would have been applicable to the employee, and that incorporate any improvement to the terms or conditions of employment to which the employee would have been entitled, if she or he had not been so absent from work.

Where the job held by an employee immediately before the start of the period of her or his absence on protective leave was not the employee’s normal or usual job, the employee is entitled to return to work, either in her or his normal or usual job or in that job as soon as is practicable without contravention by the employee or the employer of any provision of a statute or instrument made under statute.

A “job”, in relation to an employee, means the nature of  the work which she or he is employed to do in accordance with her or his contract of employment and the capacity and place in which she or he is so employed.


Suitable Alternative Employment

Where an employee is entitled to return to work but it is not reasonably practicable for the employer or the successor to permit the employee to return to work on the same terms, etc, as required  above, the employee shall be entitled to be offered by the employer, the successor or an associated employer suitable alternative work under a new contract of employment.

Work under a new contract of employment constitutes suitable alternative work if  the work required to be done under the contract is of a kind which is

  • suitable in relation to the employee concerned and appropriate for the employee to do in the circumstances;
  • and the terms or conditions of the contract  relating to the place where the work under it is required to be done, the capacity in which the employee concerned is to be employed and any other terms or conditions of employment are not less favourable to the employee than those of her or his contract of employment immediately before the start of the period of absence from work while on protective leave, and
  • incorporate any improvement to the terms or conditions of employment to which the employee would have been entitled if she or he had not been so absent from work during that period.

Notice of Return to Employment

The entitlement to return to work or to be offered suitable alternative work is subject to the employee who has been absent from work,  not later than the date on which she or he expects to return to work, giving notice in writing to the employer or, where the employee is aware of a change of ownership of the undertaking concerned, the successor, of her or his intention to return to work and of the date on which she or he expects to return to work.

Where, because of an interruption or cessation of work at an employee’s place of employment, existing on the date specified in the above notification given by the employee, it is unreasonable to expect the employee to return to work on the date specified in the notification, the employee may return to work instead when work resumes at the place of employment after the interruption or cessation, or as soon as reasonably practicable after such resumption.

The employee’s  entitlement to return to work or to be offered suitable alternative work is subject to an employee who has been absent from work while on protective leave having, not later than four weeks before the date on which she or he expects to return to work, notified in writing the employer or, where the employee is aware of a change of ownership of the undertaking concerned, the successor, of her or his intention to return to work and of the date on which she or he expects to return to work.


Failure to Notify

The above rights are subject to an employee who has been absent from work on resumed leave, having notified in writing the employer or, where the employee is aware of a change of ownership of the undertaking concerned, the successor, of her or his intention to return to work and of the date on which she or he expects to return to work, if the period of resumed leave concerned is 4 weeks or less at the same time as the relevant notification is given by the employee.

If the employer waives the right to receive such notification, he must give notice not later than the day on which the employee expects to return to work, or if the period of resumed leave concerned is more than 4 weeks, not later than 4 weeks before the date on which the employee expects to return to work.

Where, in the opinion of the WRC, there are reasonable grounds for an employee’s failure to give notification or for an employee giving such notification otherwise than within the specified time limits, it shall extend the time for giving the notification.

In the absence of reasonable grounds for failure to give notification, the giving of such notification otherwise than within the specified time limits, are matters that may be taken into account by the WRC in determining the employee’s rights under the Unfair Dismissals Act, this Maternity Protection Act or any other enactment, so far as the remedies of re-instatement, reengagement or compensation are concerned.


References and Sources

Primary References

Employment Law  Meenan  2014 Ch.13

Employment Law Supplement Meenan 2016

Employment Law Regan & Murphy  2009 ( 2nd Ed 2017) Ch.11

Employment Law in Ireland Cox & Ryan 2009 Ch.13

Maternity Protection Act 1994

Maternity Protection (Disputes and Appeals) Regulations 1981,S.I. No. 357 of 19811230

Maternity Protection (Time Off for Ante-Natal and Post-Natal Care) Regulations 1981, S.I. No. 358 of 1981

Maternity Protection Act 1994 (Commencement) Order 1995,S.I. No. 16 of 1995

Maternity Protection (Disputes and Appeals) Regulations 1995,S.I. No. 17 of 1995

Maternity Protection (Time Off For Ante-Natal and Post-Natal Care) Regulations 1995, S.I. No. 18 of 1995

Maternity Protection (Health and Safety Leave Certification) Regulations 1995, S.I. No. 19 of 1995

Maternity Protection (Health and Safety Leave Remuneration) Regulations 1995, S.I. No. 20 of 1995

Maternity Protection (Maximum Compensation) Regulations 1999, S.I. No. 134 of 1999

Maternity Protection (Time Off For Ante-Natal Classes) Regulations 2004, S.I. No. 653 of 2004

Maternity Protection (Protection of Mothers Who Are Breastfeeding) Regulations 2004, S.I. No. 654 of 2004

Maternity Protection (Postponement of Leave) Regulations, 2004, S.I. No. 655 of 2004

Maternity Protection Act 1994 (Extension of Periods of Leave) Order 2006, S.I. No. 51 of 2006

Maternity Protection (Amendment) Act 2004

Maternity Protection (Amendment) Act 2004 (Commencement) Order 2004, S.I. No. 652 of 2004

Maternity Protection (Amendment) Act 2004 (Commencement) Order 2005, S.I. No. 131 of 2005

Other Irish Books

Employment Law Forde & Byrne 2009

Principles of Irish Employment Law         Daly & Doherty   2010

Employment Law Contracts (Book & CD-ROM)        Beauchamps, Solicitors          2011

Periodicals and Reports

Employment Law Yearbook (annual) Arthur Cox

Employment Law Reports

Irish Employment Law Journal

Employment Law Review

Websites

Workplace Relations Commission http://www.lrc.ie/en/

Irish Human Rights and Equality Commission https://www.ihrec.ie/

Health and Safety Authority http://www.hsa.ie/eng/

The Employment Law Review 8th  Ed.   Erika C. Collins 2017

Industrial Relations Law Reports

Employment Law in Context: Text and Materials 2nd  Ed. David Cabrelli 2016