Working From Home Injury Claims Ireland: Your Employer's Duty Doesn't Stop at the Office Door

Your employer owes you the same duty of care at your kitchen table as at a corporate desk. Under Section 8 of the Safety, Health and Welfare at Work Act 2005 [1], Irish employers must protect employee safety "so far as is reasonably practicable" at every place of work. The Health and Safety Authority (HSA) [2] confirms that this responsibility applies whether you work from the office, a remote hub, or your own home. With roughly 998,000 Irish workers now remote or hybrid according to the CSO's 2025 Labour Force Survey [3], working from home injury claims are an increasingly common area of personal injury law in Ireland.

Contents

Duty of care extends home: Section 8 of the 2005 Act covers every "place of work," including your home. 2005 Act s.8 [1]

HSA assessment required: Your employer must complete the HSA 3-step remote working assessment using a competent person. HSA Remote Working [2]

DSE workstation analysis: Regulation 72 requires a professional analysis of your home screen, chair, desk, and lighting. SI 299/2007 [5]

2-year time limit: You have two years from the date of injury or date of knowledge (when you knew it was work-related). Citizens Information [8]

Does your employer owe you a duty of care at home?

Yes. Under Irish law, your employer's duty of care applies to your home workspace the moment they approve you to work remotely. Section 8 of the Safety, Health and Welfare at Work Act 2005 ¹ requires Irish employers to ensure employee safety at every "place of work," which the HSA confirms includes a domestic home office. The duty is proactive: ignorance of your home setup is not a defence.

The employer's duty of care at home isn't a grey area. Once your employer agrees (or directs) you to work from home, they accept the same health and safety obligations that apply in the office. They must identify hazards, assess risks, and provide safe systems of work in your home environment.

The 2005 Act requires employers to meet this standard "so far as is reasonably practicable." In practice, that means conducting a proper risk assessment of your home workspace, providing appropriate equipment, and checking in periodically to make sure conditions haven't changed. Ignorance of your home setup isn't a defence. The duty to assess is proactive and non-delegable under Section 19 of the Act ¹.

A detail that catches many claimants off guard: the Work Life Balance and Miscellaneous Provisions Act 2023 [9] gave all employees the right to request remote working from March 2024. If your employer approved that request, they simultaneously accepted the health and safety obligations that come with it. They can't approve remote work and then ignore your workspace.

The State Claims Agency [15] has issued specific guidance confirming that state indemnity applies to employees working remotely. This means even the Irish government accepts that remote work injuries carry the same employer liability as office injuries. If the State itself operates on that basis, private employers face the same standard.

There's a separate breach many employers overlook entirely. Under Section 20 of the 2005 Act ¹, every employer must maintain a written safety statement identifying hazards and risks in the workplace. When an employer introduces remote working, they must update this safety statement to cover the home environment. Most employers who transitioned to remote work during 2020 never updated their safety statement. That's a distinct, documented breach on top of any DSE or risk assessment failure.

One question that comes up frequently: what if there's no formal remote working agreement in place? The duty of care attaches to the work activity, not to a written agreement. If your employer knew or should have known you were working from home, and they permitted or directed it (even informally), the full weight of Section 8 applies. An employer can't avoid liability by claiming the WFH arrangement was "unofficial."

The HSA Remote Working Checklist: 7 obligations your employer must meet

The HSA published a structured Remote Working Assessment Checklist that creates 7 specific categories of employer obligation under Irish health and safety law. Failure at any stage is evidence of a breach of duty that strengthens a personal injury claim in Ireland. The HSA guidance and checklist ⁴ requires employers to complete a three-step assessment process for each remote employee, using a suitably trained, competent person.

HSA Remote Working Assessment Checklist: 7 sections and claim implications

Section	What Your Employer Must Do	If They Didn't: Claim Implication
1. Work activity	Identify the type of work to be done remotely and what equipment is needed	Failure to identify home-based hazards = breach of Section 19 risk assessment duty
2. Employee information	Record your details and work location	No record of your home as a workplace = no evidence they assessed it
3. Workplace equipment	Provide or assess suitability of desk, chair, monitor, keyboard, mouse	No equipment provision = direct breach of DSE Regulations (Reg. 72)
4. Work environment	Assess lighting, ventilation, temperature, noise in your home workspace	Failure to assess environment = incomplete risk assessment
5. Workstation setup	Ensure ergonomic positioning of screen, keyboard, chair height	No workstation analysis = clear negligence for any RSI or back injury
6. Communication & accident reporting	Establish how you report accidents and hazards from home	No reporting procedure = employer can't argue you failed to report
7. Records management	Keep dated records of the completed assessment	No records = powerful evidence of statutory negligence at IRB

The HSA makes one point extremely clearly: it is not sufficient for an employer to email you a self-assessment form and consider the job done. The assessment must be completed by a competent person with appropriate training and experience ². If your employer sent you a tick-box checklist and never followed up, that assessment doesn't meet the legal standard. We call this the 7-Point Home Workplace Audit, because each of the seven checklist sections creates a distinct, testable obligation that either was or wasn't met.

One aspect the official guidance doesn't cover directly: how this 7-Point Home Workplace Audit translates into a personal injury claim. In practice, when we request these records from employers through the duty of care discovery process, a significant proportion cannot produce them. A missing or incomplete checklist covering any of the seven points is one of the strongest pieces of evidence in a working from home injury claim. Use the 7-Point Home Workplace Audit as your framework: check each section, identify where your employer fell short, and that's your liability map.

What are your employer's DSE obligations for your home workstation?

If you use a screen for one or more continuous hours daily while working from home in Ireland, your employer must carry out a formal workstation analysis under Regulation 72 of the General Application Regulations 2007. These Display Screen Equipment (DSE) Regulations apply equally to remote workers and office-based staff. The HSA confirms this on its DSE FAQ page [10].

Schedule 4 of the DSE Regulations sets minimum requirements for your workstation. These include an adjustable chair with adequate lumbar support, a tiltable keyboard separate from the screen, a monitor that swivels and tilts, and sufficient glare-free desk space. A laptop sitting on a kitchen table doesn't meet these requirements.

The difference between assessment and acceptance often comes down to this: the HSA states that "it is not sufficient to allow employees to use a software package or other means to assess their own workstations" ¹⁰. The employer must ensure a competent person carries out the analysis. If your employer allowed you to work on a laptop-only setup at a kitchen table for months without providing an external keyboard, monitor riser, or proper chair, that's a direct breach of the DSE Regulations.

There is one exception to note. Regulation 71(d) states that portable DSE "not in prolonged use at a workstation" is exempt. If you use a laptop briefly while moving between locations, the Regulations may not apply. If that same laptop is your permanent workstation at home, set up with an external keyboard and monitor, the full DSE requirements apply ¹⁰.

The Guidelines state that older or small-screen laptops with attached keyboards are unsuitable for regular desktop use, whether at home or in an office. The HSE's own DSE guidance reinforces this point. If your employer mandated or allowed you to work exclusively on a laptop at a kitchen table for months without providing an external monitor, keyboard, or mouse, that's not a grey area. It's a direct breach of the DSE Regulations that strengthens any resulting RSI or back injury claim.

What types of injuries can you claim for when working from home?

Working from home injuries fall into three main categories: musculoskeletal injuries from poor ergonomics, acute injuries from domestic accidents during work tasks, and psychological injuries from overwork or isolation. Each has different evidence requirements and compensation prospects.

Repetitive strain injury (RSI) and back pain

Musculoskeletal injuries are the most common type of working from home injury claim in Ireland. A 2024 study of UK and Ireland device users found that 94.3% of those working from home for extended screen hours reported musculoskeletal symptoms. The back is the most commonly injured body part in all workplace incidents, accounting for 22% of reported injuries according to the HSA.

RSI from prolonged keyboard and mouse use, back pain from unsupported chairs, and neck strain from poorly positioned monitors are all compensable when caused by an employer's failure to provide proper equipment or conduct a DSE assessment. For detailed information on these specific injuries, see our guides to RSI claims and back injury at work compensation.

Slips, trips, and falls at home during work

Home injury claims for slips, trips, and falls are heavily fact-specific. If you slip on your stairs while carrying company files, trip over a power cable connected to employer-provided equipment, or fall in your home office because of clutter created by work materials, that can be a valid workplace accident. The test is whether the injury was sustained "in the course of employment" and whether the employer failed to identify the hazard during a remote risk assessment.

Despite what many believe, kitchen slips while on a work video call are frequently accepted by the IRB ⁷ when proper evidence of work activity at the time is presented. A Zoom or Teams call log showing you were actively on a work call when the incident occurred is direct proof. See our full guide on slip and fall at work claims for the broader legal framework.

What about injuries during a tea break or lunch?

This is the question remote workers ask most often. If you slip in your kitchen while making tea during a scheduled break, is that a work injury? Under the Organisation of Working Time Act 1997, rest breaks during the working day are part of your employment. You haven't left the "workplace" because your home IS the workplace. If the employer's risk assessment should have identified domestic hazards in common areas (kitchen, stairs, hallway) used during the working day, and they failed to do so, the injury can fall within the scope of employment.

Domestic hazard sources like children's toys on the floor, pet bowls near walkways, or trailing cables from employer-provided equipment are exactly the kind of risks the HSA Remote Working Checklist Section 4 (work environment) is designed to capture. If your employer never assessed these hazards, they can't argue the risk was unforeseeable. The question isn't whether a toy on the floor is the employer's fault. The question is whether the employer identified domestic trip hazards as part of their remote work risk assessment. If they didn't conduct the assessment at all, that failure is the breach.

Psychological injuries from remote work

The "always-on" culture of remote work creates genuine psychological harm. General work stress isn't compensable on its own under Irish tort law. If that stress develops into a diagnosed psychiatric condition (clinical depression, severe anxiety disorder, or PTSD), and your employer's failures caused or worsened it, that becomes an actionable personal injury.

The HSA requires employers to manage psychosocial hazards including isolation, overwork, and poor communication for remote workers ². This extends to digital harassment. Employers remain vicariously liable for bullying, discriminatory comments, or exclusionary behaviour that occurs on platforms like Slack, Microsoft Teams, or during virtual meetings, even if management was unaware of the specific conduct. If cyberbullying on work platforms causes a recognised psychiatric injury, the remote worker has a valid personal injury claim against the employer. See the section on work-related stress and the Right to Disconnect below.

How do you prove a home injury is work-related?

The central challenge in any working from home injury claim is proving the injury happened "in the course of employment" rather than during a private domestic activity. There's no CCTV footage, no witnesses, and no employer representative present. You bear the entire burden of proof through documentation you create yourself.

At its core, the legal test is straightforward: was the injury connected to a work task, and did the employer fail to protect you from the risk? Building the evidence is harder, because you need to establish both elements without the physical evidence trail that exists in a traditional workplace.

The timing matters more than most guides suggest: evidence gathered in the first 48 hours after an injury or the first week after noticing gradual symptoms is significantly more compelling than evidence assembled weeks later. Photographs of your workspace taken on the day of injury, with timestamps visible, create an almost unassailable record.

What evidence do you need for a working from home injury claim?

Build your evidence file around three elements: you have a genuine injury (medical evidence), it was caused by your work (causation evidence), and your employer breached their duty of care under Irish law (liability evidence). Each element needs specific documentation.

Working from home injury evidence checklist

Evidence Type	What to Collect	Why It Matters
Photographs of workstation	Multiple angles showing desk height, chair type, screen position, keyboard placement, lighting. Email to yourself for timestamp.	Creates an immutable visual record of the conditions your employer permitted or ignored
Communication logs	Emails, Slack or Teams messages requesting equipment, raising concerns about your setup, or reporting symptoms	If your employer denied, delayed, or ignored requests for proper equipment, these are direct evidence of breach
GP records	Visit your GP immediately. Tell them explicitly that you believe your symptoms are connected to your home working conditions	Medical records stating "work-related" from the earliest date are foundation evidence for causation
HSA assessment records	Request your employer's completed HSA Remote Working Assessment Checklist and any DSE risk assessment for your workstation	If the employer can't produce these documents, that absence is powerful proof of negligence
Work activity proof	Zoom/Teams call logs, login timestamps, sent emails, task management records from the time of injury	Proves you were actively working when the injury occurred, not engaged in a private activity
Symptom diary	Daily record of when pain occurs, what work tasks trigger it, and how it affects daily life	Connects the pattern of symptoms directly to work activities rather than lifestyle factors

One common client mistake: waiting weeks before taking photographs of their home workspace. By then, the employer may have sent new equipment or the setup may have changed. Photograph everything immediately.

How do you report a working from home injury?

Report the injury to your employer in writing as soon as possible. Unlike a traditional workplace in Ireland, there's no accident book at your home. An email to your manager and HR department creates the written record you need.

The first 24 hours: what to do and when

Hour 1: Photograph your entire workstation from multiple angles. Include desk height, chair, screen position, keyboard placement, and lighting. Email the photos to your personal email to create a timestamp.

Hours 1 to 4: See your GP or attend A&E if the injury is acute. Tell the doctor explicitly that you believe the injury is connected to your home working conditions. This goes into your medical record as contemporaneous evidence of occupational causation.

Day 1: Email your manager and HR department. Include the date and time of injury (or when you first noticed symptoms), what you were doing, where in your home it occurred, and whether you've seen a doctor. Keep a copy in your personal email.

Days 1 to 3: Screenshot and save all relevant digital communications: Teams/Slack messages requesting equipment, emails about your home setup, any previous complaints about your workspace. Corporate retention windows can be short.

Week 1 to 2: Send the template email (above) requesting your employer's completed HSA Remote Working Assessment and DSE records. Their response, or inability to respond, becomes core evidence.

Month 1 to 2: Contact a solicitor experienced in workplace injury claims. They can advise on the strength of your evidence and prepare the IRB application.

What if you didn't report the injury at the time?

Late reporting weakens a claim but doesn't necessarily kill it. Many remote workers develop gradual injuries over months and only connect the pain to their work setup much later. If you're in this position, start now: see your GP and explain the connection to your home workspace, photograph your current setup, and send a written report to your employer. The "date of knowledge" rule means your two-year limitation period starts from when you first knew the injury was work-related, not from when symptoms began. A solicitor can assess whether your evidence position is recoverable.

Your notification should include the date and time of injury (or when you first noticed symptoms), a description of what happened and what you were doing, the location in your home where it occurred, and a note about whether you've seen a doctor. Keep a copy of this email in your personal records.

If your injury means you can't perform your normal work for more than three consecutive days (not counting the day of the accident), your employer must report the incident to the HSA. If they don't, that failure compounds their liability and may result in HSA prosecution. For the full workplace safety regulations on reporting, see our dedicated guide.

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How does the IRB process work for remote workers?

All working from home injury claims in Ireland must first go through the Injuries Resolution Board (IRB), formerly the Personal Injuries Assessment Board (PIAB), before court proceedings can begin. This is the same process that applies to all accident at work claims. Your solicitor will prepare and file the application, naming your employer as the respondent.

According to the IRB's 2024 Annual Report [11], the Board processed 20,837 claim applications, with 3,497 categorised as employer liability. Employers and their insurers consented to the assessment process in 56% of workplace injury cases, meaning most legitimate, well-documented claims settle without going to court. On average, claims take approximately 11.2 months from application to assessment ⁷.

The IRB also offers a mediation service for employer liability claims, introduced in late 2023 and fully operational throughout 2024 ¹¹. This telephone-based mediation is particularly relevant for remote workers who are still employed by the respondent company. It allows both parties to reach a settlement without face-to-face confrontation, preserving the working relationship while ensuring fair compensation.

If either party rejects the IRB assessment, you receive authorisation to proceed to court. Most moderate working from home claims (RSI, slips, back pain) go to the Circuit Court, which has jurisdiction for claims up to €60,000. Severe or permanent injuries go to the High Court. Unlike in England and Wales, where injured workers can go directly to court, Ireland requires most personal injury claims to pass through the IRB first. This mandatory assessment step often works in the claimant's favour: 56% of employer liability assessments are accepted without the cost and stress of litigation.

How much compensation can you get for a working from home injury?

Compensation for working from home injuries is governed by the Personal Injuries Guidelines 2021, formerly known as the Book of Quantum until 2021. Awards depend on injury severity, prognosis, financial losses, and medical evidence. The Judicial Council's Guidelines [12] provide the framework that judges and the IRB must follow.

Working from home injury compensation ranges (Personal Injuries Guidelines 2021)

Injury Type	Severity	General Damages Range
Repetitive Strain Injury (RSI)	Minor: full recovery within 1 to 2 years	€570 to €16,900
RSI / Carpal Tunnel	Moderate: ongoing symptoms, some permanent limitation	€16,900 to €45,200
Carpal Tunnel / Severe RSI	Severe: persistent pain, permanent loss of function, bilateral surgery	€45,200 to €102,000
Back injury (soft tissue)	Minor to moderate: recovery within 6 to 24 months	€5,000 to €55,000
Psychiatric injury (work stress)	Moderate: significant improvement over time with treatment	€15,000 to €40,000

These ranges reflect general damages only. Your total compensation also includes special damages: lost earnings, medical expenses, physiotherapy costs, travel to medical appointments, and home office adaptations. All amounts depend on individual facts and medical evidence. See the Judicial Council's Personal Injuries Guidelines 2021 [12] for full severity brackets. Unlike in England and Wales, where the limitation period for personal injury is three years, in Ireland you have two years from the date of injury or date of knowledge to bring your claim under the Statute of Limitations 1957 (as amended). For a broader overview, see our workplace injury compensation guide.

Income support while your claim is processed

A personal injury claim through the IRB takes approximately 11.2 months on average. During that time, you may have three separate income sources. First, statutory sick pay: the Sick Leave Act 2022 entitles employees to 5 days of employer-paid sick leave per year, at 70% of normal pay (capped at €110/day). The original plan was to increase this to 10 days by 2026, but the government paused the expansion in April 2025 and the entitlement remains at 5 days. Second, Occupational Injuries Benefit: if you're unfit for work due to an accident "at work," the PRSI-based Injury Benefit scheme applies. Since your home IS your workplace, a WFH accident qualifies. You don't need a minimum number of PRSI contributions to claim. Third, your employment contract may provide additional contractual sick pay beyond the statutory minimum. These three streams are separate from your personal injury compensation and don't reduce your entitlement to claim.

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Work-related stress and the Right to Disconnect

Remote workers who develop a clinically diagnosed psychiatric condition from workplace overwork or isolation can bring a personal injury claim against their employer in Ireland. The WRC's Code of Practice on the Right to Disconnect ⁶, effective since April 2021, establishes three core principles: the right not to routinely work outside normal hours, the right not to be penalised for refusing to do so, and the duty to respect another person's right to disconnect.

While breaching this Code isn't a criminal offence on its own, the WRC and civil courts can admit the breach as evidence in personal injury claims for work-related stress ⁶. If you can show through email timestamps and message logs that your employer routinely contacted you outside working hours and that this contributed to a diagnosed psychiatric condition, the legal foundation for compensation is strong.

The Labour Court's decision in Kepak v O'Hara is directly relevant. In that case, an employee was awarded €7,500 for having to deal with work emails outside normal hours where the employer had no remote working policy in place. For remote workers experiencing sustained overwork, the stakes are higher and the compensation potential is greater.

The Citizens Information guide on working from home [13] confirms that the Code applies to all employees, including remote workers. Employers must also comply with the Organisation of Working Time Act 1997, which sets a maximum 48-hour working week and minimum rest periods.

Hybrid workers: which rules apply where?

If you split your time between the office and home, your employer owes you the same duty of care in both locations under Irish law. A DSE assessment is required for each workstation you regularly use ¹⁰. The HSA's DSE FAQ states that when an employee moves to a new workstation, the employer must carry out a new assessment.

From handling these cases, hybrid workers often have stronger claims than full-time remote workers. Your employer can't argue they were unaware of the difference between your setups. They had a properly assessed office workstation to compare against whatever you were using at home.

One detail that surprises clients: if your employer requires you to repeatedly transport heavy desktop computers, monitors, or stacks of files between the office and home without providing suitable carrying cases, trolleys, or manual handling training, any resulting back or shoulder injury falls squarely under the employer's liability. The act of transporting work equipment between locations is itself a work activity that must be risk-assessed.

Does home insurance or employer liability cover your WFH injury?

Your home insurance does not cover workplace injuries. Your employer's liability insurance does. According to guidance from the Department of Enterprise [14], equipment provided by an employer to a remote worker remains the employer's responsibility and is typically covered under the business's material damage policy. Your personal home insurance covers your own domestic belongings, not workplace injury compensation.

Employers in Ireland are legally required to have employers' liability insurance. If your employer doesn't have this cover, you can still pursue a claim directly against them. Failure to maintain employers' liability insurance is itself a criminal offence under Irish law.

Will I lose my job for making a claim?

No. You cannot be dismissed for making a personal injury claim against your employer in Ireland. The Unfair Dismissals Acts protect employees from dismissal for exercising their legal rights. If your employer penalises you for reporting a workplace injury or making a claim, you have grounds for a separate unfair dismissal claim.

The Protected Disclosures Act 2014 provides additional protection if you raise health and safety concerns. An employer who retaliates against you for reporting unsafe conditions in your home workspace faces significant legal exposure. For more on employer obligations, see our employer's duty of care guide.

How does a WFH injury claim differ from a traditional workplace claim?

The legal framework is identical, but the evidence, defences, and practical challenges are different. This comparison shows where working from home claims diverge from claims for injuries at an employer's premises.

Working from home injury claim vs traditional workplace injury claim in Ireland

Factor	Traditional Workplace Claim	Working From Home Claim
Legal basis	Section 8, 2005 Act	Same. Section 8 applies to all "places of work"
Risk assessment	Employer inspects premises directly	Employer must use HSA Remote Working Checklist via competent person
Evidence of injury	CCTV footage, accident book, witnesses	No CCTV, no witnesses. Relies on self-documented photos, call logs, GP records
Proving "in course of employment"	Usually straightforward (you were at work)	Must prove work activity at time of injury (Teams logs, sent emails, task records)
Employer's main defence	"Employee failed to follow training"	"We didn't know the home setup was unsafe" (fails if no assessment conducted)
Equipment liability	Employer controls all equipment	Employer must assess suitability of employee-owned equipment too
Psychological injury	Bullying, harassment by co-workers	Isolation, "always-on" culture, digital harassment, Right to Disconnect breaches
IRB process	Standard	Same process. Mediation option especially relevant for preserving employment

Between assessment and settlement, the sticking point in WFH claims is usually evidence of the employer's knowledge. In a traditional workplace, the employer is physically present and can see hazards. At home, the employer must actively seek out the hazards through the assessment process. If they didn't seek, they can't claim ignorance.

Common employer defences and how to counter them

Employers and their insurers typically raise four defences against working from home injury claims. Each has a clear counter-argument grounded in Irish statute and HSA guidance.

Employer defences in WFH injury claims and counter-arguments

Defence	Counter-Argument	Legal Basis
"We didn't know your home setup was unsafe"	The duty to assess is proactive. The HSA states it is "the employer's responsibility to proactively ensure that the assessment is completed" 2.	Section 19, 2005 Act + HSA Remote Working Guidance
"You chose to work from a kitchen table"	The employer approved remote working without conducting the required risk assessment. Choice of location doesn't remove the employer's assessment duties.	HSA Checklist Section 4 + Regulation 72
"You were using your own equipment"	The HSA Checklist asks: "If employees can provide their own equipment, have we assessed their suitability?" The employer must still assess, regardless of who owns the equipment.	HSA Remote Working Checklist
"You contributed to your own injury (contributory negligence)"	Section 13 of the 2005 Act requires employees to take reasonable care. But the employer cannot simply provide a desk allowance and abdicate further responsibility. They must monitor, review, and communicate with employees about changing circumstances 2.	Section 13 duty balanced against employer's Section 8 duty

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Common questions about working from home injury claims

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What to consider next

If you've read this far, you're likely weighing whether your situation supports a claim. These are the follow-up questions remote workers most commonly ask after understanding the basics.

What if my employer fixes my home setup after I report the injury?

Fixing the problem after the injury doesn't remove liability for the period before the fix. The relevant question is whether your employer breached their duty of care at the time you were injured. Retrospective improvements may reduce future risk, but they don't undo the harm already caused. If anything, a sudden equipment upgrade after your complaint is evidence that the employer recognised the setup was inadequate.

Can I claim if I'm on a hybrid arrangement and was injured on a home day?

Yes. Your employer's duty of care applies on every day you work, regardless of location. The HSA requires a DSE assessment for each workstation you regularly use ¹⁰. A hybrid arrangement that only assesses the office workstation and ignores your home setup is an incomplete assessment. See our section on hybrid workers above.

What happens if the IRB assessment is lower than I expected?

You aren't obliged to accept the IRB's assessment. If you reject it, the IRB will issue an authorisation allowing you to bring court proceedings. Your solicitor can advise whether the assessment fairly reflects your injury severity, financial losses, and the strength of liability evidence. In Ireland, the Circuit Court hears claims up to €60,000 and the High Court handles claims above that threshold.

References

1. Safety, Health and Welfare at Work Act 2005, Section 8 - Irish Statute Book (in force)
2. Remote Working: guidance and checklist - Health and Safety Authority (updated April 2023)
3. Labour Force Survey Q3 2025 - Central Statistics Office (November 2025)
4. Remote Working Assessment Checklist - Health and Safety Authority (updated April 2023)
5. General Application Regulations 2007, Chapter 5 Part 2 (DSE) - Irish Statute Book (in force)
6. Code of Practice on the Right to Disconnect - Workplace Relations Commission (April 2021)
7. Injuries Resolution Board - injuries.ie (current)
8. Taking and appealing a civil case (time limits) - Citizens Information (updated 2024)
9. Work Life Balance and Miscellaneous Provisions Act 2023 - Irish Statute Book (in force)
10. Display Screen Equipment FAQ - Health and Safety Authority (current)
11. Annual Report 2024 Press Release - Injuries Resolution Board (July 2025)
12. Personal Injuries Guidelines 2021 - Judicial Council of Ireland (in force)
13. Working from home - Citizens Information (updated 2024)
14. Guidance for working remotely - Department of Enterprise (updated 2024)
15. State Indemnity Guidance: Remote Working - State Claims Agency (current)