1. Introduction

Section 8(1)(b) of the Sick Leave Act 2022 provides that, to qualify for statutory sick leave payment, the employee must be certified by a registered medical practitioner as being unable to work due to illness or injury. The medical certification requirement is a substantive condition of entitlement.

This article addresses the medical certification requirement, the practical implementation, the implications for self-certification practices, and the interaction with the wider sick leave regime.

2. Legislation and Case Law

Section 8(1) of the Sick Leave Act 2022 sets out the qualifying conditions: completion of 13 weeks of continuous service with the employer; and certification by a registered medical practitioner that the employee is unable to work due to illness or injury. Both conditions must be satisfied.

The reference to a registered medical practitioner is to a person registered in the General Register of Medical Practitioners maintained by the Medical Council under the Medical Practitioners Act 2007. Certification by other healthcare professionals (such as nurses, physiotherapists or pharmacists) does not, in itself, satisfy the requirement, although such practitioners may refer the employee to a registered medical practitioner.

The Act does not require the certificate to be furnished within any specific time period. In practice, the timing is governed by the employer’s sick leave policy and by the requirement of Section 8(3) that the employer be notified as soon as is reasonably practicable.

Section 9(2) preserves more favourable contractual arrangements. An employer may, by contract or policy, provide for self-certification of short absences (typically of one or two days) and require a medical certificate only for longer absences. The contractual arrangement does not displace the statutory entitlement but may add to it. 

3. Decision

WRC decisions on the certification requirement have addressed the timing of certification, the form of certification, and the interaction with employer policies. The decisions emphasise the substantive nature of the requirement.

On timing, the Adjudication Officer has held that, while the Act does not impose a specific deadline, certification must be furnished within a reasonable period. Significant delay may give rise to a refusal of payment, particularly where the certificate cannot retrospectively confirm unfitness during the absence.

On form, the Adjudication Officer has held that the certificate must come from a registered medical practitioner and must confirm unfitness to attend work due to illness or injury. A general statement of consultation, without a specific finding of unfitness, may not satisfy the requirement.

On the interaction with employer policies, the Adjudication Officer has held that contractual self-certification arrangements may apply to contractual sick pay but do not displace the statutory certification requirement for the purposes of the statutory entitlement.

4. Takeaway

For employers, the medical certification requirement should be communicated clearly to employees in the sick leave policy. The policy should distinguish between certification for contractual purposes and certification for statutory purposes, where applicable.

Employers should retain the original or a copy of each medical certificate for the period covered by the statutory record-keeping obligation. The certificate is the primary evidence of entitlement.

For employees, the medical certification requirement should be observed even for short absences if statutory sick pay is to be claimed. Reliance on self-certification arrangements may secure contractual sick pay but may not, on its own, support a statutory entitlement.

Practitioners should consider the medical certification requirement when advising on absence management, performance management, and dismissal on capability grounds. The certificate is a foundational document in any subsequent dispute.

5. Further information

This article was prepared for informational purposes only. For further advice, please email enquiries@crushell.ie or contact the offices of Crushell & Co Solicitors.

6. About Crushell & Co

Crushell & Co is a specialist law firm focused on protecting and advancing the rights of employees in Ireland. We offer a nationwide service, advising individuals on a wide range of legal and regulatory issues arising at work, including employment law, employment immigration and workplace accidents and injuries.

We help employees understand their position and options by translating complex legal issues into clear, practical advice. Our approach is tailored to each client, ensuring that our strategy is aligned with their personal and professional circumstances.

Connect: @CrushellLaw or www.crushell.ie