Remote & Hybrid Working in Ireland
A practical guide to your remote-work rights, pay and boundaries in Ireland — the 2024 right to request remote work, the Right to Disconnect, home office setup, expenses and wellbeing.
What remote & hybrid work means in Ireland
Remote and hybrid work are now a normal part of Irish working life. "Fully remote" means working from home or a co-working space all or most of the time; "hybrid" means splitting the week between home and the office (typically 2–3 days home for office-based roles). The same contract, hours and pay apply wherever you log in from.
- Fully remote: home or co-working space all or most days.
- Hybrid: a set split (e.g. 2–3 days at home) agreed with your employer.
- Hours, pay, leave and protections apply identically on- or off-site.
Your right to request remote work
The Workplace Relations (Right to Request Remote Work) Act 2024 gives eligible employees a statutory right to request remote work. You generally need 6 months' continuous service (some exceptions apply, such as a force majeure or recent parent returning from leave), and your employer must respond within 4 weeks (extendable to 8). They can refuse, but only on defined statutory grounds and with reasons.
- Eligible after 6 months' continuous service (with limited exceptions).
- Employer must reply within 4 weeks (extendable to 8) in writing.
- Refusals can only be on stated grounds — e.g. nature of work doesn't allow it, burden of additional cost, planned restructuring, impact on quality, coverage or performance.
- WRC adjudication is available if the process isn't followed.
The Right to Disconnect
The 2021 Code of Practice on the Right to Disconnect gives every worker the right to not routinely perform work outside normal working hours, the right to not be penalised for refusing to do so, and the right to be protected from being contacted outside working hours (save for emergencies or exceptional cases). It applies equally to remote and hybrid staff.
- You have the right to switch off outside agreed working hours.
- Employers should have a policy on out-of-hours contact and respect it.
- Penalising staff for not being always-on is not acceptable under the Code.
- Emergency/exception contact is allowed but must genuinely be exceptional.
Employer duties to remote workers
Your employer's duty of care doesn't stop at the office door. They must protect your health, safety and welfare while working remotely — including a lone-working risk assessment, display screen equipment (DSE) checks, and providing or agreeing suitable equipment. Many also reimburse reasonable home-work expenses, though there's no general statutory right to an allowance.
- Health and safety law applies to your home workspace too.
- DSE/ergonomic risk assessment should be carried out for your setup.
- Reasonable equipment (laptop, monitor, chair, headset) is typically provided.
- Lone-working risk and emergency contact procedures should be considered.
Home office & equipment
A good home setup protects your back, eyes and focus. Aim for a proper chair, screen at eye level, a separate keyboard and mouse, natural light where possible, and a defined workspace you can step away from. Tell your home insurer if you're working from home regularly; most standard policies cover it once notified.
- Screen at eye level; chair supporting your lower back; feet flat.
- External keyboard and mouse to avoid hunching over a laptop.
- A defined workspace helps you switch off at the end of the day.
- Notify your home insurer — working from home may need to be noted.
Pay, expenses & tax relief
Irish law doesn't require employers to pay a separate remote-working allowance, but many do to cover utility and equipment costs. Crucially, if your employer does not reimburse you and you perform substantial work at home, you may be able to claim Revenue's e-working relief — a deduction against your taxable income for a share of heat, light and broadband costs.
- No general statutory right to a remote-working payment or allowance.
- Many employers voluntarily pay €3–€5/day or monthly contributions.
- Revenue e-working relief: claim a share of heat, light and broadband if not reimbursed.
- Keep records — a benchmark (e.g. €3.20/day) is allowed where actual costs can't be calculated.
Productivity & boundaries
Hybrid and remote work blur the line between work and home. A few simple rituals — fixed start/stop, a visible calendar, proper breaks, and a clear end-of-day handover — protect both output and wellbeing. Boundaries are the single biggest predictor of sustainable remote work.
- Set and stick to start/stop times; protect your lunch break.
- Share a visible calendar and status so colleagues know when you're online.
- Take micro-breaks and move at lunch; don't eat at the desk every day.
- Create a small "shutdown" ritual to mark the end of the working day.
Remote work & wellbeing
Remote work can be isolating; loneliness and burnout are real risks when you rarely see colleagues. Use your EAP, attend occasional in-person days, and talk to your manager if you're struggling — isolation is a recognised wellbeing issue and reasonable adjustments or a hybrid shift can help.
- Use your EAP and helplines — they're free and confidential.
- Aim for in-person contact (office days, meetups) when you can.
- Protect sleep, movement and daylight — they directly affect mood.
- Raise isolation with your manager; a hybrid switch is a reasonable ask.
Do
- ✓ Agree working hours and stick to them
- ✓ Use the Right to Request Remote Work process formally
- ✓ Keep a proper, ergonomic workspace
- ✓ Communicate availability via calendar and status
- ✓ Take in-person time when you can
- ✓ Track expenses for Revenue e-working relief if not reimbursed
Don't
- ✕ Assume you can be contacted 24/7 — protect the disconnect
- ✕ Skip breaks or eat at your desk all day
- ✕ Treat remote days as invisible — make output visible
- ✕ Expect an allowance you haven't discussed
- ✕ Work in spaces that hurt your back or eyes
- ✕ Isolate — reach out when remote feels lonely
Frequently asked questions
Is there a legal right to work remotely in Ireland?
Since 2024, eligible employees have a statutory right to request remote work under the Workplace Relations (Right to Request Remote Work) Act. Employers can refuse, but only on defined statutory grounds and within fixed response timescales.
Do I get paid an allowance for working from home?
There's no general statutory right to a remote-working allowance, but many employers pay a daily or monthly contribution. If yours doesn't, you may be able to claim Revenue's e-working relief for a share of heat, light and broadband costs.
What is the Right to Disconnect in Ireland?
It's a 2021 Code of Practice giving you the right to not routinely work outside normal hours, not be penalised for switching off, and be protected from non-urgent out-of-hours contact. It applies to remote and hybrid staff too.
Does my employer's safety duty apply when I work at home?
Yes. An employer's duty of care under health and safety law extends to remote workers — including lone-working risk assessment, ergonomic (DSE) review and suitable equipment.
Informational only. Employment and tax rules change — confirm details on citizensinformation.ie or revenue.ie before acting on them.