FAQs

You can check annual leave, flexi leave, and uncertified sick leave balances in your Core Portal account.
Annual leave entitlements can be found in the Annual Leave Policy here.

Annual leave must be applied through the Core Portal System prior to the leave being taken. Staff are required to ensure that their manager has sufficient advance notification of their intention to take annual leave so that, if necessary, appropriate cover may be arranged. Notice periods for annual leave can be found in the annual leave policy here.

If the date of your annual leave has not passed you can cancel your request in Core Portal.
If the date of your leave has passed your manager will need to delete the request in the Back Office. Instructions for doing this can be found here.

Annual leave should be taken within the leave year it is accrued and it must be used within the first six months of the new leave year.  Carry over annual leave not taken by 30^th June will usually be forfeited.  In exceptional circumstances and where there is a written agreement the staff member may be allowed carry over annual leave beyond 30^th June. 

In addition to annual leave, staff are entitled to 9 public holidays and Good Friday. The public holidays are as follows:

• New Year's Day
• St Bridget's Day
• St Partick's Day
• Easter Monday
• May Bank Holiday
• June Bank Holiday
• August Bank Holiday
• October Bank Holiday
• Christmas Day
• St Stephen's Day

If you have recently been appointed to a new role and your query relates to your annual leave entitlements email onboarding@tudublin.ie and they will assist.

If you have not been appointed to a new role recently or your query relates to the recording of leave email leaveandbenefits@TUDublin.ie and they will assist.

If you become ill, you will need to advise your line manager within one hour before you are due to commence duty, but not any later than 10.00 a.m. If for any reason the relevant manager is not available, staff are advised to report the absence to another appropriate manager. A voicemail or message left with a junior colleague is not acceptable. Please indicate how long you expect to be absent and the general nature of your illness.

If you are covered by Class A PRSI then you will need to claim illness benefit depending on the length of your absence.
If you are not covered by Class A PRSI then you do not need to claim illness benefit.
Since 1st January 2024 the entitlement to Statutory sick leave has increased to 5 days. If you are in receipt of a more favourable sick pay scheme (i.e. the Public Sector Sick Leave Scheme) this does not affect your entitlements. However the waiting periods for illness benefit have changed as follows:
a) If this is your first absence in the calendar year then the waiting period is 5 days and illness benefit will be deducted from you for each day of absence exceeding 5 days (excluding Sunday).
b) If you have taken 1 day of certified sick leave this calendar year then the wait time is 4 days
c) If you have more than 2 days cumulative certified sick leave in the calendar year then the waiting period is 3 days and illness benefit will be deducted from you for each day of absence exceeding 3 days (excluding Sunday).

You should submit a doctor’s note to your manager no later than the fourth day of absence. A scanned copy of your cert should be provided by email, you do not need to provide a hard copy.

The provision for ordinary illness under the Public Service Sick Leave Scheme is as follows:
· maximum of 183 days paid sick leave in a rolling four-year period;
· Subject to a maximum of 92 days on full pay in a year;
· Followed by a maximum of 91 days on half pay.

You are entitled to 7 days uncertified sick leave in a two year rolling period and these are included in your paid sick leave entitlements.

If you exhaust your paid entitlements you may be entitled to additional entitlements. Please see the Sick Leave and Managing Absences Policy on the HR website here https://www.tudublin.ie/for-staff/human-resources/policies--forms/

Your contract of employment will state if you are not entitled to the Public Sector Sick Leave Scheme or not.

Researchers are entitled to 14 days of certified sick leave per annum and 7 days uncertified sick leave in a rolling 2 year period.

Casual staff and hourly paid staff are entitled to Statutory Sick Leave.

HR cannot provide exact entitlements for staff unless they are currently absent. If you are on sick leave and you are approaching the limits of your paid sick leave, HR will calculate your remaining entitlements and will advise you.

If leave requests or missed clockings are not approved by the weekly cut off (5pm on the Friday a week after the leave has been taken) it will be recorded correctly but the unapproved absences or missed clocking will remain on the clock. This will require a manual adjustment by your manager.

If leave requests or missed clockings are not approved within the flexi period they occurred you may require a recalculation.

Instructions for doing these adjustments can be found in the Manager's Guide here.

Flexi periods for Admin and Library Staff can be found here and those for Technical Staff can be found here. 

At the end of every flexi period the calendar must be moved forward, however the system calendar operates a week behind so HR cannot move the flexi period forward for one week at the beginning of every new period. Once the period is moved forward all time accrued in that week will be reflected in your balance. 

Full time staff can take up 1.5 days of flexi leave per flexi period, subject to the staff member having enough leave accrued in advance. Part time staff can take pro-rata leave based on their part time arrangement, subject to the staff member having enough leave accrued in advance.

Email leaveandbenefits@tudublin.ie and they will assist.

Part-time work- Where an employee works fewer hours than full-time employees.

Worksharing - Where a full-time post is divided into two part-time roles and both employees share the overall duties and responsibilities for the role. Pay and benefits are shared in proportion to the hours each employee works.

Flexible Working Hours - Flexitime - Where an employee can vary their start and finish times outside of core hours while completing the required hours of work each week/month as specified in their contract.

Blended Working - Where an employee completes part of their working week at a location remote from the employer’s workplace, which may be the employee’s home.

Parental Leave – Where an employee is entitled to 26 working weeks (130 days) unpaid leave per eligible child. This leave must be taken before the child reaches their 16th birthday.

Parents Leave - Where an employee is entitled to 9 weeks unpaid leave per eligible child. This leave must be taken before the child reaches their 2nd birthday.

Shorter Working Year - Where an employee can take unpaid leave for one or more continuous periods of not less than 2 and not more than 13 weeks at any time during the year.  A maximum of 3 periods amounting to 13 weeks in total may be applied for.

Career Break - Where an employee can take a career break without pay for 1 -5-year period.

TU Dublin’s Tax Saver Scheme is open all year round. The University will deduct the cost of the ticket from your gross salary or wage, on a monthly or weekly basis (as appropriate) over 12 months. Further details can be found here. 

Please note you must apply for your ticket by the 8^th of the previous month.

TU Dublin’s Cycle to Work scheme is open all year round. The University will deduct the cost of the bicycle from your gross salary or wage, on a monthly or weekly basis (as appropriate) over 12 months.  Further details can be found here. 

If you need a letter stating your address, earnings or job status, please send a request by email to the Leave & Benefits Team, stating the purpose of the letter, your staff number and job title. If you have a salary certificate that needs to be completed and stamped by the University, please send a copy as follows:

a) A scanned copy by e-mail to the Leave & Benefits Team OR;

b) A hard copy by internal mail, marked:

Please click here to view our comprehensive collection of policies, procedures, guides and forms.