Construction Sector

Updated - 18 November 2024

The Sectoral Employment Order (Construction Sector) 2023 came into effect on 18 September 2023.  This sets the statutory minimum rates of pay and other conditions (sick pay and pension entitlements) for persons employed in the construction sector.  Statutory Instrument No 207/2023 amends Statutory Instrument Number 598 of 2021 and both statutory instruments should be read together.

A new Sectoral Employment Order (Construction Sector) 2024 comes into effect 01 August 2025, setting out rate increases from 01 August 2025 and 01 August 2026.

Who is covered by the SEO

There are 2 criteria which decide who is covered:

1. The employer must operate in the construction sector, and
2. It applies to employees who work in the sector and defines their roles into specific classes; apprentices, new entrant operatives, construction operative or craft person.

The SEO defines what activities place an employer within the construction sector and what experience and qualifications place a worker in a particular employee class.

How workers are classified

Construction workers pay

For previous rates of pay please refer to the relevant SI's linked at the foot of this page.

Basic hourly rates of pay

The SEO sets the minimum hourly rates for workers, but this does not prevent an employer paying a higher rate of pay than defined in the SEO.

Apprentice Pay Rates 

Overtime rates

Normal Working Time

The normal working week is 39 hours worked over five days between Monday and Friday each week.

Daily working hours

Pensions

Every employer covered by this SEO shall be part of a pension scheme which is in line with the scheme as outlined in the order.

To include:

• Entry at age 18
• Facility for payment of a daily contribution rate @ 1/5th of the weekly rate (as specified in the scheme)

Pension Contributions

From 05 August 2024 to 31 July 2025

From 01 August 2025 to 31 July 2026

From 01 August 2026

Death in service contribution

Sick Pay

Every employer employing workers to whom the Order applies must have in place a sick pay scheme for each employee covered in the Order. Weekly contributions to a scheme are as follows:

It must provide for the following benefits:

• Payment of a standard Sick pay benefit for a specified duration
• May include a waiting period
• Facilitate provision of a supplementary sick pay benefit if the claimant has no entitlement to social welfare benefit due to inadequate number of social welfare contributions.
• The maximum duration under an SEO Sick Pay Scheme should not be any lower than a period of 10 weeks in any calendar year, whether for a single claim or in aggregate in a scheme year

This list is not exhaustive. Full details are contained in the order.

Dispute Resolution

Where a dispute arises, it should be notified to the employer in writing. If the issue is not resolved individuals can take a case for adjudication to the Workplace Relations Commission and group or collective disputes can be taken to the Conciliation Service of the WRC.

This page gives a summary of the details contained in relevant S.I. and is not a legal interpretation.

S.I. No. 455 of 2017 - Sectoral Employment Order (Construction Sector) 2017

S.I. No. 234 of 2019 - Sectoral Employment Order (Construction Sector) 2019

S.I. No. 598 of 2021 - Sectoral Employment Order (Construction Sector) 2021

S.I. No. 207 of 2023 - Sectoral Employment Order (Construction Sector) 2023

S.I. No. 620 of 2024 - Sectoral Employment Order (Construction Sector) 2024

The Labour Court recommendation and support submissions are available by clicking on this link.