Consumer Corner: What you need to know if you are taking parental leave this summer

You can take up to 26 weeks off work for each eligible child, up until the child’s 12th birthday. This can be taken in one continuous period or in two separate blocks of at least six weeks each. There must be a gap of at least 10 weeks between the two periods of parental leave. However, someone can break their parental leave into working days or hours or a combination of both. While 26 weeks is the maximum, your boss may facilitate more. Not everyone is entitled to parental leave and you must have been working for your employer for a year.

CEO of Excel Recruitment, Barry Whelan, says the summer months are often favoured for parental leave requests, because they coincide with children’s summer holidays and better weather.

However, that can pose operational challenges for employers.

“With employees taking extended time off, especially during the same three-month period, it may lead to temporary staffing shortages, impacting productivity and customer service,” Whelan says.

“As a result, remaining employees may bear a heavier workload and this requires careful planning and clear policies to maintain work continuity. Addressing these challenges requires proactive measures from employers and employees.”

For these reasons, parental leave should be well planned between an employer and employees.

Tom Curran, head of wellbeing with Lockton People Solutions, says that for some businesses, the summer can be a quiet time, for others, particularly those of a more seasonal nature, summer can be very busy and the employer may want all hands on deck.

“While your employer can only refuse parental leave if you are not entitled to take it, this doesn’t mean that your employer must agree to you taking parental leave over the summer months.

“Instead, your employer can postpone your parental leave for up to six months. Some reasons your boss is entitled to postpone your parental leave include a lack of cover for the months you wish to take leave, and other employees already being on parental leave.”

Normally, parental leave may only be postponed once, but your boss can postpone leave twice if there are seasonal variations in the volume of work.

“Be mindful that even if the summer is a quiet time in your job, the summer is often when other staff members take annual leave. The business still needs to function throughout the summer and so you may find it hard to take parental leave on weeks that overlap with other staff members’ annual leave. The key is to plan well ahead to allow the business to balance out all requests for leave.”

Parental leave is unpaid, so employees need be sure they can afford to take it. It should not be confused with parent’s leave, for which you might be paid a benefit if you have enough PRSI contributions. Also, you need to give your employer at least six weeks’ notice of your intention to take parental leave.

This six weeks’ notice rule is also a requirement even if you are already off on maternity leave, so unless you have already told your boss, you would need to give at least six weeks’ notice before you were expected back at work.

Employers should anticipate parental leave and integrate it into their workforce planning, ensuring robust contingency plans are in place,
Whelan says.

Additionally, he says hiring temporary workers to cover absent employees can entail additional costs, including recruitment, training, and wages.

“To ensure a smooth process, parents considering parental leave can take several steps to assist their employer,” Whelan says. “Inform your employer about your intention to take parental leave well in advance to facilitate better planning and minimise disruptions.

“Work closely with your manager and colleagues to plan a smooth handover of responsibilities. Document processes and provide training to colleagues covering for you.”

He also says that you could explore options for staggered leave or flexible working arrangements, such as remote work, to ease the transition for both you and your employer.

“By approaching parental leave with foresight and cooperation, parents can contribute to a smoother process for both them and their employers, ensuring a positive outcome for all involved.”