Right to Request Remote Work in Ireland (2025 Guide)

Ireland introduced a formal statutory right to request remote and flexible working arrangements under the Work Life Balance and Miscellaneous Provisions Act 2023. It's important to understand upfront: this is a right to request and have it considered fairly — not an automatic right to work remotely.

What does the Work Life Balance Act 2023 actually give employees?

Since the relevant provisions came into effect (from March 2024, alongside a statutory WRC Code of Practice), employees have the right to:

Formally request remote working from their employer.
Have that request considered and responded to within a set timeframe, following a fair process.
Receive written reasons if the request is refused.
Separately, request flexible working arrangements for caring purposes (parents of children up to age 12, or carers of certain family members) under related provisions of the same Act.

Crucially, the Act does not create a legal entitlement to work remotely — employers retain broad discretion to refuse, provided they follow the correct process and give genuine business reasons.

Who is eligible to make a request?

Generally, you need to have at least 6 months' continuous service with your employer before submitting a formal remote working request (this mirrors the approach in similar UK/EU flexible working legislation, though check the current WRC Code of Practice for the exact service requirement in force).

How do I make a remote work request, step by step?

Submit your request in writing to your employer, ideally at least 8 weeks before the proposed start date of the arrangement.
Include specifics: the proposed remote work pattern (fully remote, hybrid days), the location you'd work from, and the date you'd like it to start.
Your employer must consider the request, taking into account both your circumstances and the needs of the business.
The employer must respond in writing within 4 weeks of receiving the request (this can be extended in limited circumstances, such as needing more information, but must still be handled within a reasonable overall timeframe — check the current Code of Practice for exact limits, as timeframes have been refined since initial commencement).
If approved, the employer should confirm the arrangement in writing, ideally as an update to your terms of employment.
If refused, the employer must give written reasons for the refusal.

On what grounds can an employer refuse?

Valid business grounds for refusal generally include:

The nature of the work requires physical presence (e.g., manufacturing, healthcare bedside care, retail).
Negative impact on quality, performance, or ability to reorganise work among staff.
Insufficient work available at the remote location proposed.
Concerns about data protection, confidentiality, or regulatory/security requirements that can't be met remotely.
Planned structural changes to the business that make the arrangement impractical.

Refusals must be genuine and specific to your situation — a blanket "no remote work" policy applied without individual consideration of a properly submitted request may not meet the fair process standard required by the Code of Practice.

What can I do if I think my request was handled unfairly?

If your employer fails to follow the proper process (e.g., doesn't respond within the required timeframe, or doesn't give written reasons for refusal), you can bring a complaint to the Workplace Relations Commission (WRC). Importantly, the WRC generally cannot force an employer to grant the remote working arrangement itself — its role is to assess whether the correct process was followed, and it can award compensation for procedural failures, up to a specified number of weeks' remuneration.

Does this apply to caring-related flexible work requests too?

Yes — the same Act introduced a related right for employees who are parents of children under 12 (or children with a disability/long-term illness up to age 16), or who provide personal care/support to certain family members, to request flexible working arrangements (reduced hours, flexible start/finish times, or remote work) for caregiving purposes, following a broadly similar process.

Frequently Asked Questions

Do I have a legal right to work from home in Ireland?

No — you have a legal right to formally request remote working and have it considered through a fair process, but your employer can still lawfully refuse if they have genuine business grounds and follow the correct procedure.

How long does my employer have to respond to a remote work request?

Generally within 4 weeks of receiving a properly submitted written request, though this can be extended in specific circumstances — check the current WRC Code of Practice for exact timeframes in force.

How much notice do I need to give before requesting remote work?

The Code of Practice recommends submitting your request at least 8 weeks before your proposed start date, to give your employer reasonable time to consider it.

Can my employer refuse a remote work request without giving a reason?

No — if a request is refused, the employer is required to provide written reasons for the refusal as part of the fair process required under the Work Life Balance Act 2023.

What happens if I disagree with my employer's refusal?

You can raise it internally first, and if unresolved, bring a complaint to the WRC about the process followed — though the WRC's power is generally limited to assessing procedural compliance and awarding compensation, not ordering the employer to grant remote work.