The Juries Act of 1976 places a civic duty on individuals to serve on juries when randomly selected. However, employees summoned for jury service enjoy legal safeguards and entitlements that employers are obliged to honour.

These responsibilities guarantee that employees can discharge their civic obligations without facing negative repercussions in their employment, thereby upholding the principles of a fair and equitable judicial system in Ireland. This article outlines key obligations of employers concerning employees called for jury service through a series of frequently asked questions (FAQs).

Do Employers Have to Provide Paid Time Off for Jury Service?

Yes, employers are obligated to grant paid time off to employees attending jury service, even if the employee isn’t ultimately selected for the jury panel.

Does Jury Service Fall Under Protected Leave?

Yes. An employee’s job is safeguarded throughout their jury service. After jury service, they have the right to return to their original job with terms and conditions no less favourable than if they hadn’t been absent.

Can Employers Request Employees to Avoid Jury Service During Busy Periods?

Employers cannot prevent employees from fulfilling their civic duty by attending jury service. However, employers may ask employees to apply for excusal, outlining their reasons for being unable to attend. The decision to grant excusal lies with the County Registrar. If excusal is denied, the employee must attend jury service.

How Much Notice Should Employees Give for Jury Service?

Employees should provide written notice as soon as they receive the jury service summons. The notice may include evidence of required court attendance times and dates.

Can Employees Return to Work if Jury Service Takes Part of a Working Day?

Yes, employees must return to work immediately after being released from court. For each jury service day, they should provide their employer with a certificate of attendance from the County Registrar, specifying dates and times.

*In contentious business, a solicitor may not calculate fees or other charges as a percentage or proportion of any award or settlement.*