Over 40% of Irish Employees Work While Sick – What’s Behind the Trend?

New research from the SD Worx Pulse Series has shed light on an ongoing challenge in the modern workplace: a significant number of employees in Ireland are still working while unwell. This isn’t just an occasional blip. In businesses with fewer than 250 employees, 4 in 10 workers say they feel pressured to continue working even when sick. That pressure is even more intense in mid-sized organisations (500–999 employees), where 45.8% report the same - the highest across any company size surveyed. 

The independent study was carried out by iVOX on behalf of SD Worx and surveyed 1,000 employees in Ireland to gain insights into the current job market and the concerns amongst today’s workforce. This behaviour, often described as presenteeism, might seem like dedication. But the consequences can be damaging - not just for the person who’s unwell, but for their team and the wider business too. 

See also: Statutory Sick Pay: What Irish Employers Need to Know and do Now

There’s no single reason employees work while sick - but a combination of personal, cultural, and structural factors at play. 

A key element is Ireland’s current statutory sick leave system. Introduced in 2023, it offers basic protection but may fall short for employees, especially when they’re facing extended illness or higher financial commitments. 

Here’s a quick snapshot of Ireland’s statutory paid sick leave as it stands in 2025: 

The pause on increasing sick leave days means some employees may face a restrictive limit on paid sick time, which can influence their decision to come to work even when they’re unwell. 

In March 2024, the Department of Enterprise, Trade and Employment confirmed the entitlement will remain at five days, pausing plans to increase it. While this eases financial strain for some businesses, it also places more emphasis on workplace culture and internal policies to bridge the gap. 

Government Press Release: Entitlement to statutory sick leave to remain unchanged at 5 days 

Understanding why people work while sick helps employers take meaningful steps to change it. 

1. Financial pressure 

For those earning above the daily cap, statutory sick pay may not be enough to cover bills or everyday expenses. This shortfall can drive employees to work instead of resting. 

2. Workload concerns 

In smaller or leaner teams, one person’s absence can create ripple effects. Colleagues pick up the slack, and the absent employee may feel guilty or worry about falling behind. 

3. Cultural signals 

Even if company policies support time off, unspoken norms can discourage it. If leaders work through illness or if colleagues' express frustration over someone being away, that sends a clear message: “being present matters more than being well.” 

Presenteeism doesn’t just affect individual employees, it has real consequences for business performance: 

• Lower productivity: Working while ill usually means working at reduced capacity. 
• Prolonged illness: Without proper rest, recovery takes longer. 
• Workplace risk: Especially in shared spaces, sickness can spread to others. 
• Staff morale: When employees don’t feel supported, engagement suffers. 

If organisations want to build resilient, high-performing teams, employee wellbeing must be a priority - not a bonus. 

It’s one thing to have a sick leave policy. It’s another to create a workplace where people feel able, and encouraged, to use it. Here are some practical steps: 

1. Foster a culture of trust 

Open conversations from leadership help normalise taking time off when ill. Let your team know: health is a priority, proper rest and recuperation from illness is in everyone’s best interest.

2. Model healthy behaviours 

When leaders and managers take sick leave themselves, it gives others permission to do the same. Actions speak louder than policy documents! 

3. Keep policies clear and accessible 

Employees should know exactly what they’re entitled to, what the process looks like, and how to access support. Ambiguity leads to confusion and potentially unnecessary absenteeism or presenteeism.  

4. Go beyond the statutory minimum (if possible) 

 For companies with the means, small enhancements, like topping up sick pay or offering flexibility during recovery can reduce presenteeism and boost morale. Think of it as an investment in long-term productivity.  

5. Measure sick leave levels and patterns 

Many employers skip this step, but data matters. Tracking absence rates over time (by team, by reason, by season) helps spot red flags early. Spikes in sick leave could point to underlying issues like poor workload management, stress, or even toxic team dynamics. 

6. Include absence in business continuity planning 

Unplanned absences can hit small teams hard. Build in contingency plans, cross-train where possible, and make sure handovers are simple and documented especially in hybrid or remote teams. 

7. Regularly review and audit your absence policy 

Legislation changes. So does your business. Policies that worked five years ago may no longer be fit for purpose especially with new statutory sick leave entitlements in Ireland.  

Supporting employees to take time off when they need it isn’t just about having the right attitude - it’s about having the right tools too.  

That’s where HR software comes in: 

• Track and manage absences without hassle 
• Ensure compliance with sick leave legislation 
• Identify trends, like repeated short-term absences or potential burnout 
• Enable managers to respond with empathy and consistency 
• Reduce the admin burden on HR teams 

By making the process smooth and data-informed, you create a system where sick leave is no longer a disruption, just a natural part of caring for your workforce. 

Encouraging your people to rest and recover isn’t just the right thing to do;it’s good business. 

Organisations that create supportive environments see higher trust, lower turnover, and stronger team performance. And it all starts with making sure that when someone’s unwell, they feel empowered to take time off without guilt, confusion or fear. 

 At SD Worx, we help Irish businesses turn sick leave challenges into opportunities for smarter support. From tracking absence trends and ensuring compliance to spotting early signs of burnout, our HR software gives you the insights and tools to care for your people — and your business.