The Lifting of COVID-19 Restrictions

March 4, 2022

The Government announced that as of 28th February 2022 the wearing of face masks in public or retail operations are no longer mandatory (although still should be worn on public transport and in healthcare settings, and for 10 days following a positive Covid-19 test).


As restrictions are lifted and face coverings and social distancing are now a personal choice, it is important to remind our staff to be mindful of those around them.


We should ensure that staff are reminded to maintain a safe environment where those who feel uncomfortable or more vulnerable are able to express their feelings to their colleagues, for example, if they ask to have more space or for a colleague to wear a face-covering when in close proximity.

We suggest employers advise staff to consider wearing one in crowded indoor spaces where they may come into contact with people they do not normally meet.


For employers who remain concerned about the removal of mask-wearing and who wish to enforce the wearing of masks, they should ensure to revisit their health and safety risk assessments. It is possible that mask-wearing may still be identified as a necessary form of personal protective equipment to protect the safety and welfare of certain individuals, for example, immunocompromised individuals. However, this should be carefully assessed and considered before deciding to do so, as it may be difficult to justify if challenged, why the employer believes it is compulsory when the public health bodies have said otherwise. It remains to be seen how issues of this nature will be addressed and they are likely to throw up legal issues down the line.


In the meantime, the priority for employers is to keep their staff and customers safe. In line with this, they should remind employees about the general protective measures that are going to remain in place:


  • Government advice for people over the age of 13, is to wear a medical-grade mask or FFP2 for 10 days after a positive result.
  • Avoid close contact with people who are sick.
  • Cover your cough or sneeze with your elbow, or with a tissue, then throw the tissue in the bin.
  • Clean and disinfect all frequently touched objects and surfaces using a regular household cleaning spray or wipe.
  • Wash your hands often with soap and water for at least 20 seconds, especially after going to the bathroom; before eating; and after blowing your nose, coughing, or sneezing.
  • Make yourself aware of the signs and symptoms of COVID-19 and monitor your own wellbeing.
  • Do not go to work if you are displaying signs or symptoms of COVID-19 or if feeling unwell and follow Government guidance on the same.



PCR Tests/ Isolation Periods

  • PCR tests will only be recommended for certain symptomatic people, including those aged over 55, those with a high-risk medical condition, and those who are immunocompromised.
  • Symptomatic people who live in the same house or who support people who are immunocompromised - as well as pregnant women – will also be required to take PCR tests if they have symptoms of Covid-19.
  • The requirement to isolate after a positive Covid-19 case remains in place. Public health advice is to self-isolate until 48 hours after symptoms resolve, with no PCR requirement.
  • Close contacts with no symptoms no longer need a test, nor need to isolate, unless they are a Healthcare worker who is a household close contact.
  • All those with a positive test result, PCR or antigen, should isolate for a minimum of 7 days
  • Those with symptoms should isolate for 7 days from the date of onset of symptoms
  • Those without symptoms should isolate for 7 days from the date of the first positive test (PCR or antigen)
  • Ending of self-isolation after 7 days is on the basis that symptoms have substantially or fully resolved for the final 2 of those 7 days


WRC Finds No Family Status Discrimination in Roster Change Request
By Amanda Scully • September 15, 2026
WRC decision highlights the importance of understanding the scope of family status and engaging with employee requests for changes to working arrangements.
Private Sector Pay Increases: The 3% to 4% Trend in 2026
By Amanda Scully • September 15, 2026
Private sector pay increases are becoming more concentrated in the 3% to 4% range in 2026, despite continued economic uncertainty
Performance Management Process Done Right
By Amanda Scully • September 15, 2026
Performance Management, when managed effectively, annual appraisals can be a valuable part of an company's wider performance management process
Government Supports for Employers: Funding Available When Recruiting
By Amanda Scully • September 15, 2026
Employers recruiting in Ireland may be able to access a range of Government supports and financial incentives
WRC Finds Pregnancy Discrimination Following Probationary Review
By Amanda Scully • August 18, 2026
A recent WRC decision highlights the importance of fair, well documented probation procedures, particularly where pregnancy or pregnancy-related illness is involved.
Record €323,000 WRC Award Highlights the Serious Risks of Whistleblower Penalisation
By Amanda Scully • August 18, 2026
WRC decision has highlighted the significant consequences for employers where an employee is found to have been penalised after making protected disclosures.
Pregnancy Loss Leave Bill – Proposed New Statutory Leave for Employees
By Amanda Scully • August 18, 2026
Proposed new statutory entitlement to paid leave for employees who experience pregnancy loss before 23 weeks' gestation
Can Employees Use ChatGPT at Work? What Irish Employers Should Consider
By Amanda Scully • August 18, 2026
Do employees understand how AI can be used safely and appropriately in the workplace
New Retirement Age Legislation Takes Effect on 29 June 2026
By Amy Vickers • July 1, 2026
The Employment (Contractual Retirement Ages) Act 2025 introduces new obligations for employers who operate a contractual retirement age below State Pension Age .
Labour Court Issues First Decision on Right to Request Remote Working
By Amanda Scully • June 30, 2026
A landmark Labour Court decision reinforces that the right to request remote working, highlighting the importance of employers following the correct process.