We use cookies to give you the best possible experience on our site. By continuing to use the site you agree to our use of cookies. Find out more.

 

Force Majeure Leave

Force Majeure Leave is paid leave is provided to Employees where, due to the illness or injury of one of a named list of people, the Employee’s presence at the location of that person is indispensable.

It is imperative for Organisations to prepare for, accommodate as well as thoroughly understand the implications and protocol of such absences. The Adare Human Resource Management team have compiled and analysed vital cases pertaining to Force Majeure outlining key takeaways of each case. Instances of due consideration, refusal to grant Force Majeure leave, application consideration are just a taste of the cases which are outlined in detail below, with the aim of Organisations learning from the past experience of others.

get more from

For valuable insights and solutions to all your human resource needs

For valuable
insights and solutions to
all your
human resource needs

Subscribe Here

Force majeure leave is statutory paid leave provided under the Parental Leave Acts 1998-2013.  This paid leave is provided for Employees where, due to the illness or injury of one of a named list of people, their presence is indispensable at the location of that person.