If you work for the HSE and you are off sick, the rules around pay, certification, and entitlement can be confusing. This guide covers everything HSE employees need to know about sick leave in 2026 — from your first day out to long-term illness, the sick pay scheme, Temporary Rehabilitation Remuneration (TRR), and the Critical Illness Protocol.
Overview: How HSE Sick Leave Works
HSE sick leave operates under the Public Service Sick Leave Scheme, which applies across the Irish public service. The scheme distinguishes between:
- Uncertified sick leave — short absences not requiring a doctor’s cert
- Certified sick leave — absences supported by a medical certificate
- Temporary Rehabilitation Remuneration (TRR) — reduced pay for longer-term illness
- Critical Illness Protocol — enhanced pay protection for serious illness or injury
Your entitlement depends on your grade, length of service, and the nature of your illness. All sick leave is recorded and monitored by your line manager and the HSE HR system.
Uncertified Sick Leave
What Is Uncertified Sick Leave?
Uncertified sick leave is short-term absence where you do not need to provide a doctor’s certificate. In the HSE, employees are entitled to:
- Up to 7 days uncertified sick leave in a rolling 12-month period
You must notify your line manager (or designate) before your normal start time on each day of absence. Failure to do so can result in the absence being recorded as unauthorised leave.
Self-Certification
From the first day of absence, you are required to self-certify — this means completing your employer’s self-certification form when you return to work. Your manager will provide this form.
Important: Uncertified sick leave still counts toward your overall sick leave record. Excessive uncertified absences can trigger a formal absence management review.
Certified Sick Leave
When Is a Medical Certificate Required?
A medical certificate (GP or specialist cert) is required for:
- Any absence longer than 7 consecutive days
- Once you have used your 7-day uncertified allocation in the rolling 12-month period
- Any absence your manager specifically requests certification for
The cert must be provided to your manager promptly — delays in submitting certs can affect your sick pay.
Sick Pay During Certified Sick Leave
Under the HSE Sick Leave Scheme, the amount of paid sick leave you receive depends on your length of service:
| Length of Service | Full Pay | Half Pay | Total Paid Sick Leave |
|---|---|---|---|
| Less than 1 year | 1 week | 1 week | 2 weeks |
| 1 year but less than 2 years | 5 weeks | 5 weeks | 10 weeks |
| 2 years but less than 5 years | 9 weeks | 9 weeks | 18 weeks |
| 5 or more years | 13 weeks | 13 weeks | 26 weeks |
These are rolling thresholds over a 4-year period — meaning your sick leave record from the previous 4 years is taken into account when calculating entitlement. If you have used significant sick leave in the last 4 years, your current entitlement may be reduced accordingly.
Note: After exhausting your paid sick leave entitlement, you move onto Temporary Rehabilitation Remuneration (TRR) — see below.
Temporary Rehabilitation Remuneration (TRR)
What Is TRR?
Temporary Rehabilitation Remuneration (TRR) is a reduced rate of pay that applies when an HSE employee has exhausted their paid sick leave entitlement but is not yet fit to return to work.
TRR is not sick pay — it is a form of income support designed to bridge the gap while the employee’s health improves or while a formal ill-health retirement assessment takes place.
TRR Rate of Pay
TRR is paid at a rate equivalent to the rate of Illness Benefit payable by the Department of Social Protection, subject to a minimum and maximum:
- TRR is broadly equivalent to €232 per week (the current Illness Benefit rate), but the actual amount depends on your PRSI contributions and circumstances
- In practice, many HSE employees on TRR receive between €220 and €250 per week
- TRR is not your salary — it is significantly below standard pay
How Long Can You Receive TRR?
TRR can be paid for a maximum of:
- Up to a further 2 years after paid sick leave is exhausted (in most cases)
- Subject to ongoing medical review by the HSE Occupational Health department
During TRR, you remain an HSE employee and your service continues to accrue for pension purposes, although pension contributions continue at the TRR rate.
TRR and Social Welfare
You cannot receive both TRR and Illness Benefit at the same time. TRR is paid instead of Illness Benefit — the HSE processes the arrangement internally and you do not separately claim from the Department of Social Protection while on TRR.
If you are not entitled to TRR (e.g. you have insufficient service), you should apply to the Department of Social Protection for Illness Benefit directly.
Applying for TRR
TRR is not something you apply for separately — it is triggered automatically by your HR department when your paid sick leave entitlement is exhausted. However, you should:
- Continue submitting medical certificates throughout your absence
- Attend any Occupational Health referral arranged by the HSE
- Keep your line manager and HR department informed of your expected return date
Critical Illness Protocol
What Is the Critical Illness Protocol?
The Critical Illness Protocol (CIP) is an enhanced sick leave provision that gives HSE employees additional paid sick leave when they suffer from a serious illness, serious physical injury, or serious mental health condition.
Rather than the standard 26-week maximum, employees covered by the CIP can receive:
| Length of Service | Full Pay | Half Pay | Total |
|---|---|---|---|
| Less than 1 year | 13 weeks | 13 weeks | 26 weeks |
| 1 to 2 years | 26 weeks | 26 weeks | 52 weeks |
| 2 or more years | 26 weeks | 26 weeks | 52 weeks |
This effectively doubles the sick pay entitlement for those who qualify.
What Conditions Qualify for the Critical Illness Protocol?
The CIP applies to conditions that are serious, acute, or life-threatening. Examples include (but are not limited to):
- Cancer (any stage requiring treatment)
- Heart attack or serious cardiac event
- Stroke
- Major surgery with extended recovery
- Serious accident or trauma resulting in hospitalisation
- Serious mental illness requiring hospitalisation (e.g. acute psychiatric admission)
- Organ failure or transplant
The condition must be certified by a consultant or specialist (a GP cert alone is generally not sufficient for CIP purposes).
How to Apply for the Critical Illness Protocol
The CIP is not automatic — you or your manager must request it. The process is:
- Your specialist or consultant provides a medical report confirming the serious nature of your condition
- Your line manager submits an application to HSE HR / Occupational Health with the supporting medical documentation
- The HSE Chief Medical Officer or Occupational Health physician reviews the application
- You are notified in writing of the outcome
If approved, your sick leave record is recalculated under the CIP thresholds rather than the standard scheme. Applications can be made retrospectively if circumstances change during an existing sick leave period.
Returning to Work After Sick Leave
Return to Work Meeting
When you return to work after sick leave, your line manager is required to hold a Return to Work meeting with you. This is a supportive, not disciplinary, conversation to:
- Welcome you back
- Understand any ongoing health needs or adjustments required
- Review your workload and any phased return arrangement
- Complete the Return to Work form (retained on your HR file)
Phased Return to Work
If you are not immediately fit for full duties, the HSE can facilitate a phased return to work — for example, starting at reduced hours or lighter duties before building back to full capacity. This must be agreed with your line manager and occupational health in advance.
Sick Leave and Annual Leave
If you were on certified sick leave during a period of scheduled annual leave, you may be entitled to have that annual leave credited back. You must notify your manager and submit medical certificates covering the relevant period.
Similarly, if a public holiday falls during a certified sick leave absence, you retain the entitlement to that public holiday and it is not counted as sick leave.
Sick Leave and Probation
If you are within your probationary period, sick leave is monitored more closely. Extended or frequent sick leave during probation can delay the confirmation of your appointment. If this applies to you, speak to your line manager or HR business partner early.
Sick Leave Monitoring and Absence Management
The HSE uses the Bradford Factor and local monitoring processes to identify patterns of absence. Triggers for a formal review may include:
- 3 or more separate absences in a rolling 12-month period
- Absence on Mondays and Fridays consistently
- Exhaustion of uncertified leave allocation
If your absence is referred for formal review, you will be notified in writing and given the opportunity to respond. The HSE HR Circular on Managing Attendance sets out the full process.
Key HSE Sick Leave Forms
| Form | Purpose |
|---|---|
| Self-Certification Form | Completed on return from uncertified sick leave |
| Return to Work Form | Completed at return to work meeting with manager |
| HR108 | Occupational Health referral form |
| HR108T | TRR application / continuation form |
| CIP Application Form | Critical Illness Protocol request (via HR) |
Forms are available from your line manager or HSE HR department. Some forms are available on the HSE staff intranet (HSeLanD).
Sick Leave and Your Pension
Sick leave has implications for your HSE pension:
- Paid sick leave: counts as reckonable service — pension contributions continue as normal
- TRR period: counts as reckonable service, but contributions are based on TRR pay, not your normal salary
- Unpaid absence: generally does not count as reckonable service unless you make a special purchase of notional service later
If you are facing a long-term illness, it is worth requesting a pension projection from HSE HR to understand the impact on your retirement benefits.
Summary: HSE Sick Leave at a Glance
| Type | Max Duration | Pay Rate |
|---|---|---|
| Uncertified sick leave | 7 days per 12 months | Full pay |
| Certified sick leave (5+ years service) | 13 weeks full + 13 weeks half | Full pay → Half pay |
| Critical Illness Protocol (2+ years service) | 26 weeks full + 26 weeks half | Full pay → Half pay |
| Temporary Rehabilitation Remuneration | Up to 2 further years | ~€232/week (Illness Benefit rate) |
Frequently Asked Questions
Do I need a doctor’s cert from day one?
No. You can self-certify for up to 7 days in a 12-month rolling period. A cert is required once you exceed 7 days or have used your uncertified allocation.
What happens if I run out of sick pay?
You move onto TRR, which is paid at approximately the Illness Benefit rate (around €232/week). This continues for up to 2 years subject to medical review.
Can my employer contact me while I’m on sick leave?
Yes — the HSE may contact you regarding your absence, Occupational Health referrals, or return to work planning. You are expected to remain in reasonable contact with your manager.
Does sick leave affect my increment?
Extended sick leave can in some circumstances affect your annual increment date. Your HR business partner can advise based on your specific situation.
What is the difference between the Critical Illness Protocol and standard sick leave?
The CIP doubles your maximum paid sick leave entitlement (to 52 weeks for most employees) but requires certification from a specialist confirming the serious nature of your condition.
Can I take annual leave while on sick leave?
You cannot simultaneously be on sick leave and annual leave. However, you may take annual leave in agreement with your manager during a period when you have recovered sufficiently to do so.
Disclaimer: This guide is for general information purposes. Entitlements depend on your grade, contract, and individual HR record. Always verify your specific entitlement with your HSE HR Business Partner or refer to the relevant HSE HR Circulars on hse.ie
