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Overtime in Ireland is governed by employment contracts and collective agreements rather than a standalone statutory law. While Ireland’s labor laws, including the Organisation of Working Time Act 1997, set broad parameters for working hours, overtime pay and conditions are primarily determined at the employer or sector level. Here’s a breakdown of how overtime works in Ireland and what you need to know.


Is Overtime Regulated by Law in Ireland?


Ireland does not have a statutory requirement to pay employees extra for overtime hours worked. Instead:

  • Overtime pay or time off is usually detailed in employment contracts, company policies, or collective agreements.

  • Employers are not legally obligated to pay a higher rate for overtime unless it is explicitly agreed upon.


However, employers must comply with the maximum working hour limits and other protections under the Organisation of Working Time Act.


Maximum Working Hours


Ireland’s working time laws set clear limits on the number of hours an employee can work:

  • Maximum Weekly Hours: Employees cannot work more than 48 hours per week on average, calculated over a 4- to 6-month reference period, depending on the industry.

  • Daily Rest Period: Employees must have 11 consecutive hours of rest in every 24-hour period.

  • Weekly Rest Period: Employees are entitled to 24 consecutive hours of rest per week, in addition to the daily rest.


Employers must ensure overtime does not cause employees to breach these limits.

[Image description: An office environment with people working  on computers at various desks. The room is spacious and bright.]

[Image description: An office environment with people working on computers at various desks. The room is spacious and bright.]

Overtime Pay


  • Contractual Agreements: Employers and employees can agree on overtime rates in the employment contract. Common overtime rates in Ireland include:

    • Time and a half: 1.5x the regular hourly rate.

    • Double time: 2x the regular hourly rate for Sundays or public holidays (in some sectors).

  • Sector-Specific Agreements: Industries with collective agreements, such as construction or healthcare, may have mandatory overtime pay terms.


If no agreement is in place, the employer is not legally required to pay extra for overtime hours worked.


Time Off in Lieu (TOIL)


Some employers offer Time Off in Lieu (TOIL) as an alternative to paying overtime. This allows employees to take additional time off instead of receiving extra pay for overtime hours.


  • TOIL arrangements should be agreed upon in advance and documented in the employment contract or company policy.


Key Exceptions


  1. Young Workers
    Employees under 18 are subject to stricter working time limits under the Protection of Young Persons (Employment) Act 1996. Overtime for young workers is heavily restricted.

  2. Essential Services and Emergency Work
    In certain industries, such as healthcare or public safety, employees may work overtime in emergencies. Employers must still provide adequate rest breaks afterward.

  3. Collective Agreements
    Some sectors, such as construction, retail, or hospitality, have collective agreements that regulate overtime pay and conditions. Employers in these industries must comply with sector-specific rules.

[Image description: A birds eye view of a person wearing a striped t-shirt is sat on a chair typing on a laptop]

[Image description: A birds eye view of a person wearing a striped t-shirt is sat on a chair typing on a laptop]

Employer Responsibilities


  • Track Hours Worked: Employers are required to maintain accurate records of employees' working hours under the Organisation of Working Time Act.

  • Provide Rest Breaks: Employers must ensure employees receive adequate daily and weekly rest breaks, even when working overtime.

  • Avoid Excessive Hours: Overtime should not push employees beyond the legal 48-hour average workweek.


Employee Rights

  • Right to Rest: Employees can refuse overtime if it infringes on their statutory rest periods or exceeds maximum working hour limits.

  • Unfair Treatment: Employers cannot penalize employees for declining overtime work unless it is a contractual obligation.


Common Overtime Practices in Ireland


While not legally required, these practices are common in Ireland:

  • Offering higher overtime rates for unsociable hours, such as late nights, weekends, or public holidays.

  • Providing TOIL for employees who regularly work overtime.

  • Including overtime pay as part of collective agreements in unionized sectors.


Final Thoughts


Ireland’s overtime laws give employers and employees significant flexibility to negotiate terms, but they are bound by strict limits on working hours and rest periods. To avoid disputes, it’s essential for employers to clearly outline overtime policies in employment contracts and ensure compliance with working time regulations.

For employees, understanding your contract and industry norms will help you know your rights when it comes to overtime work and pay.

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Ireland Overtime Laws: What Employers and Employees Need to Know

Merryn Roberts-Ward

January 2025

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