2684. Deputy Denise Mitchell asked the Minister for Children, Disability and Equality if consideration will be given to increasing the age limit for the cut-off of parental leave entitlements for parents to when the child turns 16 years of age; and if she will make a statement on the matter. [55274/26]

2764. Deputy Barry Ward asked the Minister for Children, Disability and Equality the position regarding a review or assessment of the age limit for parents to take 26 weeks of unpaid parental leave; and if she will make a statement on the matter. [55268/26]

2765. Deputy Barry Ward asked the Minister for Children, Disability and Equality her views on the merits of allowing parents to take unpaid parental leave up until a cut-off point of 16 years of age rather than the current 12 years of age; and if she will make a statement on the matter. [55269/26]

2766. Deputy Barry Ward asked the Minister for Children, Disability and Equality if her attention has been drawn to the discrepancy that allows civil servants to take unpaid parental leave up until their child is 16 years of age whereby other parents are limited to when their child is 12 years of age; and if she will make a statement on the matter. [55270/26]

2767. Deputy Barry Ward asked the Minister for Children, Disability and Equality her views on the fairness of the existing situation that allows civil servants to take unpaid parental leave up until their child is 16 years of age whereby other parents are limited to when their child is 12 years of age; and if she will make a statement on the matter. [55271/26]

2921. Deputy Ryan O'Meara asked the Minister for Children, Disability and Equality if it is possible for unpaid parental leave to be transferred between partners who work for different employers; if not, if she will consider this given it is already available to partners working for the same employer; and if she will make a statement on the matter. [57644/26]

2938. Deputy Cathal Crowe asked the Minister for Children, Disability and Equality if she will consider introducing a mechanism to the parental leave policy for single parents of children with additional needs so that parental leave days taken in order to bring their child to medical assessments or appointments are not counted as a parental leave day or the day can be 'reclaimed' and added to their leave period (details supplied); and if she will make a statement on the matter. [57698/26]

3044. Deputy Edward Timmins asked the Minister for Children, Disability and Equality if she will allow private sector employees to avail of parental leave in respect of children up to 16 years of age so as to be treated the same as public sector employees (details supplied); and if she will make a statement on the matter. [58999/26]

I propose to take Questions Nos. 2684, 2764, 2765, 2766, 2767, 2921, 2938 and 3044 together.

There have been significant developments in entitlements for parents of working families in recent years.

Under the Parental Leave Acts, 26 weeks unpaid leave can be taken by an employee who is a relevant parent to take care of a child. The upper age limit of the eligible child was increased in 2019 to the age of 12 or of 16, where the child has a disability or long-term illness which allows a parent more time in which to avail of the extended leave entitlement. A relevant parent is a parent, an adoptive parent, or a person acting in ‘loco parentis’.

It should be noted that the legislation only sets out the minimum entitlement to parental leave. Depending on an individual’s contract of employment, they may have more extensive rights to parental leave, as employers have the option to offer more than the entitlement set out in the legislation such as the civil service.

Both parents have an equal, separate entitlement to parental leave. Where both parents work for the same employer and the employer agrees, one parent can transfer 14 weeks of their parental leave entitlement to the other parent.

Under the Parent’s Leave and Benefit Act 2019, working parents are now entitled to nine weeks of paid parent's leave for each relevant parent, to be taken in the first two years after the birth or adoptive placement of a child. It is important to note that the entitlement under the 2019 Act is for each parent in their own right and is not an allocation per family. The Act was drafted to take account of the broad complexion of family life, including one parent families, and allows for an entitlement for the spouse, civil partner or cohabitant of the parent. Parents do not have to cohabit to be eligible for the entitlement.

However, the leave is non-transferable to ensure that fathers as well as mothers are supported in their caring roles and to support women's equal labour market participation. The principle of non-transferability is also required by the EU Work-Life Balance Directive because of the importance of ensuring that the provision of family leave does not serve to disadvantage mothers participating in the labour market.

The Work Life Balance and Miscellaneous Provisions Act 2023, enacted on 4 April 2023, also introduces important entitlements for workers, including leave for medical care purposes for parents of children under 12, and the right to request flexible working for parents and carers. It transposes the Work-Life Balance Directive which specifically prevents the transfer of paid leave between parents in the interests of gender equality and of encouraging fathers as well as mothers to take such leave. Otherwise, there is a risk that only mothers would take the leave, potentially creating labour market disadvantages for them and that fathers would not be encouraged to take a greater share of their caring responsibilities.

The Programme for Government - Securing Ireland's Future - commits to examining the extension of Parent’s Leave and Benefit and additional flexibilities. The new National Strategy for Women and Girls 2025-2030 was published on 18 of November 2025 and sets out a broad range of objectives aimed at reducing inequalities between men and women, including the disparities in caring responsibilities.

The first Action Plan under the new Strategy is currently being finalised and will include actions to support working families in balancing the competing demands of family and work. The Action Plan is due to be published in the coming months. Any further changes to supports and family leave entitlements will be considered within this context. Family leave provisions are kept under review to ensure that they are effective and respond to the needs of families, while also taking account of their impact on workplaces.