Sickness Absence Section
This section is based in Garda HR Directorate, located at:
Athlumney House,IDA Business Park,Johnstown, Navan,Co. Meath C15 ND62
Role of Sickness Absence Management Section
The Sickness Absence Team are responsible for Garda Members and Garda Staff.
Garda Members should mail all correspondence to HRM_Sick@garda.ie and Garda Staff to HRM.CivilianSick@garda.ie.
Sickness Absence Further Information
The Department of Social Protection have informed HR Directorate if medical certs are received 6 months or more late they may refuse to accept them so anyone submitting ‘late’ certs would need to provide good reason for the delay. The same applies to late claims.
Any accompanying explanation will be considered but as each case will be determined on its own merits we cannot guarantee the outcome in advance.
Please be aware of this going forward as it may impact on individual claims or payments.
Garda Occupational Health Service Referral
An employee of An Garda Síochána can be referred to the Garda Occupational Health Service (GOHS) through the Head of the HR Directorate (HRM_Sick@garda.ie Garda Members or HRM.CivilianSick@garda.ie Garda Staff), because of one of the following reasons:
In all cases employees should be advised, in the first instance, to engage with their Doctor and/or Treating Specialist and avail of Organisational Supports such as the Employee Assistance Service (EAS).
Sick Leave Entitlements Garda Members and Garda Staff
The Sick Leave entitlement for Garda Staff and Garda Members is as follows:
After 183 days a member may have access to a period of Temporary Rehabilitation Remuneration (TRR) – this pay is only sanctioned when there is a realistic prospect that a member will return to work (known as RP). This RP should be stated on a member’s medical certificate.
If a member is maliciously injured in the course of duty, without wilful default or negligence on their part (and this is confirmed by the Chief Superintendent by way of Garda Code Chapter 11.37), full pay may be allowed while there is a reasonable probability that the member will be able to resume duty (by way of RP).
Where a member is attributing a subsequent absence to a previous injury sustained on duty, the advices of the CMO are sought to confirm the classification of the absence. The absence remains treated as “Ordinary Illness” until the CMO confirms otherwise.
Injury on Duty is governed by Garda Code (Chapter 11), HQ Directive 139/10 Management of Sickness Absence HQ Directive 139.2010.
Occupational Injury falls outside of ordinary sick leave limits and is ring-fenced from Ordinary Illness.
A maximum of 183 days sick leave on full pay in a year followed by a maximum of 182 days on half pay. All of which is subject to a max of 365 days paid sick leave in rolling 4 year.
Medical expenses for PRSI Class A claimed from Department of Employment Affairs & Social Protection and PRSI Class B submitted to HR Directorate, Navan.
(Arrangements for Paid Sick Leave Circular 06/2014).
When an individual becomes incapacitated as a result of critical illness or serious physical injury, and has supporting medical evidence they may qualify for an extended period of sick leave under the Critical Illness Protocol.
After 365 days a member may have access to a period of TRR – this pay is only sanctioned when there is a realistic prospect that a member will return to work (RP must be stated on medical certificate).
The CMO makes the medical determination on classifying Critical Illness absences using strict criteria and medical reports from a member’s treating doctors.
The final decision rests with HR management.
(Circular 06/2014 Arrangements for Paid Sick Leave).
Regulation 19 (S.I. No. 124 of 2014) applies in cases where a member has exhausted their access to paid sick leave while on pregnancy related sick leave – provides for extended sick pay at half rate for duration of pregnancy related illness.
Regulation 20 (S.I. No. 124 of 2014) applies where a member has been reduced to half pay as a result of a previous pregnancy related illness and then reports sick as a result of a non-pregnancy related illness.
(Public Service Management (Sick Leave) Regulations, 2014 (S.l. No. 124 of 2014) Public Service Management (Sick Leave) Regulations 2014), Circular 06/2014 Arrangements for Paid Sick Leave Circular 06/2014.
In accordance with HQ Directive 096/2013, all employees availing of sick leave will continue to be paid at the appropriate rate of sick pay in the usual manner by An Garda Síochána. However, payment is subject to the condition that employees claim Illness Benefit from the Department of Employment Affairs and Social Protection (DEASP). All monies claimed are to be mandated to the Garda vote.
In order to ensure that all employees receive the appropriate tax reliefs as efficiently as possible, when completing a MC1 (MC1 and Relevant Information DEASP) form it is imperative that payments are mandated to the DSP Receipts Account- full details can be found on the Portal.
Sick Absence > 3 days – IB1 claim form CLASS A PRSI employees
Sick Absence > 6 days – MED1 medical certificate
Deemed Fit for Duty – Completed MED1 Final Certificate
Please note that the Illness Benefit waiting period was reduced from 6 days to 3 days with effect from 01.03.2021. If a staff member goes absent please ensure that an IB1 Medical Cert is completed after day 3.
When completing an IB1 (social welfare cert) can you please ensure page 7 contains the Garda Bank details on the Portal. Please ensure this information is provided to Garda members and Garda staff.