IrelandCan I be dismissed for pregnancy-related absence?
No, you cannot be fairly dismissed for pregnancy-related absence in Ireland — it is automatically unfair dismissal under the Unfair Dismissals Act 1977.
What the Law Says
The Unfair Dismissals Act 1977 protects employees from being dismissed unfairly — and dismissals connected to pregnancy are treated as automatically unfair.
Under Irish law, dismissing an employee because of pregnancy, childbirth, or related medical conditions — including pregnancy-related absence — is not just unfair: it is classified as 'automatically unfair'. This means the employer does not need to prove reasonableness — the dismissal is unlawful by its nature.
The law applies to all employees with at least 12 months’ continuous service (with limited exceptions), and the dismissal must have occurred on or after the start of pregnancy or during maternity leave.
There is no upper limit on compensation for automatically unfair dismissals linked to pregnancy — tribunals may award up to 104 weeks’ remuneration, depending on loss suffered.
Statutory TextA dismissal shall be deemed to be unfair if it results wholly or mainly from the fact that the employee is pregnant or has given birth to a child or is breastfeeding or has availed of her rights under the Maternity Protection Acts 1994 and 2004.
— Unfair Dismissals Act 1977, s. 6 — Grounds for unfair dismissal
What to Do
Contact your employer in writing to confirm the reason for dismissal and request written confirmation.
File a claim with the Workplace Relations Commission (WRC) within 6 months of dismissal — extendable to 12 months in exceptional circumstances.
Gather evidence: medical certificates, sick notes, emails, or records showing absence was pregnancy-related.
Seek advice from a trade union, Citizens Information, or employment law advisor before submitting your claim.
Sources
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JapanNot legal advice. This article is general information based on publicly available sources, written for educational purposes. Laws change and individual situations vary. Consult a licensed attorney in your jurisdiction before acting on anything you read here. Last reviewed: 2026-06-08.