Right to Request Remote Working in Ireland (Work-Life Balance Act 2023) (2026 Legal Guide) — Rules & Requirements
About this article
Sourced from Irish Acts of the Oireachtas, statutory instruments, and official guidance. Written in plain language for general understanding — this is educational content, not legal advice. Our editorial standards
What is this right?
The Work Life Balance and Miscellaneous Provisions Act 2023 bundled four important new entitlements into Irish employment law, most of which sit as amendments to the Parental Leave Act 1998. The package was driven partly by Ireland's transposition of the EU Work-Life Balance Directive (2019/1158) and partly by post-pandemic political pressure to formalise remote work.
- Right to request remote working (new Part IIA of the 1998 Act). Available to all employees with at least 6 months' continuous service. The request must be in writing; the employer must consider it and respond within 4 weeks, with written reasons for any refusal. The WRC Code of Practice has applied since 7 March 2024.
- Right to request flexible working for caring purposes (new Chapter 2A of the 1998 Act) — for employees with caring responsibilities for a child under 12 (or 16 if the child has a disability or long-term illness) or for a relative needing care.
- Paid domestic violence leave: 5 days within 12 months at full daily pay (S.I. No. 572 of 2023 sets the rate). Different from Statutory Sick Pay — DV leave is paid at the full rate, not 70%/€110.
- Breastfeeding break extension: the existing right to paid breastfeeding breaks was extended from 26 weeks to 2 years post-birth.
When does it apply?
- You are an employee under a contract of service in Ireland.
- For remote-work requests: you have at least 6 months' continuous service and intend to start the requested arrangement after that 6-month mark.
- For flexible-working caring requests: you are responsible for caring for a relevant person and the request reasonably accommodates that caring need.
- For paid domestic violence leave: no qualifying service — available from day one of employment.
What to Do If Your Irish Employer Refuses a Remote-Work Request or Denies Domestic Violence Leave
- Submit your remote-work request in writing, setting out the proposed arrangement, the start date, and how you will manage the role. Keep a copy.
- Employer must respond within 4 weeks; if refused, the written reasons must be specific — vague boilerplate refusals can be challenged at the WRC.
- For domestic violence leave: notify your employer as soon as practicable; the employer should ask only for confirmation, not detail about the abuse.
- WRC complaints under the 2023 Act follow the standard procedure (eComplaint Portal, 6-month window).
What should you NOT do?
- Don't quit because a remote-work request was refused without first using the statutory pathway — a constructive-dismissal claim is harder to win when the statutory remedy was bypassed.
- Don't conflate the right to request with a right to remote work. Employers can refuse on operational grounds; the WRC reviews the process, not the merits of the decision.
- Don't disclose more than necessary when claiming domestic violence leave — the Act and WRC Code expect confidentiality.
About Workers' Rights in Ireland
If you have a problem at work in Ireland, the Workplace Relations Commission (WRC) handles it — mediation, adjudication, inspection, and appeals to the Labour Court. The Employment Equality Acts 1998-2015 ban discrimination on nine grounds, the Organisation of Working Time Act 1997 caps hours at 48 and gives 4 weeks paid leave, and the Unfair Dismissals Acts 1977-2015 kick in after 12 months' service (with no qualifying period for pregnancy, union activity, or protected disclosures). The minimum wage is €14.15/hour from 1 January 2026, and tips can't make up the floor.
Common Questions
What is the work-life balance & remote work request right in Ireland?
The Work Life Balance and Miscellaneous Provisions Act 2023 bundled four important new entitlements into Irish employment law, most of which sit as amendments to the Parental Leave Act 1998. The package was driven partly by Ireland's transposition of the EU Work-Life Balance Directive (2019/1158) and partly by post-pandemic political pressure to formalise remote work.Right to request remote working (new Part IIA of the 1998 Act). Available to all employees with at least 6 months' continuous service. The request must be in writing; the employer must consider it and respond within 4 weeks, with...
When does it apply — work-life balance & remote work request?
You are an employee under a contract of service in Ireland.For remote-work requests: you have at least 6 months' continuous service and intend to start the requested arrangement after that 6-month mark.For flexible-working caring requests: you are responsible for caring for a relevant person and the request reasonably accommodates that caring need.For paid domestic violence leave: no qualifying service — available from day one of employment.
What should I do if my employer in Ireland has refused my remote-working request or paid domestic violence leave?
Submit your remote-work request in writing, setting out the proposed arrangement, the start date, and how you will manage the role. Keep a copy.Employer must respond within 4 weeks; if refused, the written reasons must be specific — vague boilerplate refusals can be challenged at the WRC.For domestic violence leave: notify your employer as soon as practicable; the employer should ask only for confirmation, not detail about the abuse.WRC complaints under the 2023 Act follow the standard procedure (eComplaint Portal, 6-month window).
What should you NOT do — work-life balance & remote work request?
Don't quit because a remote-work request was refused without first using the statutory pathway — a constructive-dismissal claim is harder to win when the statutory remedy was bypassed.Don't conflate the right to request with a right to remote work. Employers can refuse on operational grounds; the WRC reviews the process, not the merits of the decision.Don't disclose more than necessary when claiming domestic violence leave — the Act and WRC Code expect confidentiality.