Jury Service and Court Attendance Leave Policy
Jury service is a civic duty. Under the Juries Act 1976, every Irish citizen aged between 18 and 70 who is on the Register of Dáil Electors may be called to serve on a jury. The Act requires employers to grant paid leave for the duration of jury service and protects the employee’s employment during that period.
This policy sets out how the University gives effect to its obligations under the Act. It also covers leave for staff who are required to attend court as a State witness.
The purpose of this policy is to set out the University’s position on granting paid leave to staff who are called for jury service or who are required to attend court as a State witness.
This policy applies to all staff of the University, both academic and support, including staff on permanent, fixed-term, and specified-purpose contracts. It covers staff in the University’s research centres and wholly owned campus companies.
Part-time staff are covered on the same basis as full-time staff for any day on which they are rostered to work and are called for jury service or court attendance.
Jury Service
Staff who are called for jury service will be granted leave with pay for the duration of their service, in line with the Juries Act 1976.
Staff are expected to attend work on any day during the period of their obligation to the court on which they are not required to attend court or are not assigned to a case.
There is no interruption to the staff member’s contract of employment during jury service. Pension, annual leave, and all other employment entitlements continue to accrue as normal.
Court Attendance as a State Witness
Staff who are required to appear as a State witness in a court case will be granted leave with pay for the duration of their attendance.
Any expenses paid to the staff member in compensation for loss of earnings must be repaid to the University’s Finance Office.
Personal Court Attendance
Attendance at court on a personal matter does not qualify for paid leave under this policy. Staff attending court in a personal capacity are expected to use annual leave or other approved leave.
| Role | Responsibility |
| Staff Member | Notify their line manager as soon as possible on receipt of the jury summons. Provide a copy of the summons if requested. Attend work on any day during the jury service period on which attendance at court is not required. Record the absence on CoreHR using the “Jury Service” code. |
| Line Manager / Head of School or Unit | Note the expected period of absence and make any necessary cover arrangements. Verify that the absence is recorded on CoreHR using the correct code. |
| DCU People | Advise staff and managers on the application of this policy. Confirm that pay continues during jury service. |
| Term | Definition |
| Jury Service | Attendance at court in response to a jury summons issued by the County Registrar, whether or not the staff member is ultimately selected to serve on a jury panel. |
| State Witness | A person required by the State to give evidence in criminal or civil proceedings. This does not include attendance at court in a personal capacity or as a witness in a private dispute. |
| CoreHR | The University’s HR and payroll system, used to record leave and absence. |
| Permanent Staff | Staff employed by the University on a contract of indefinite duration. |
| Dáil Term | The period from the first sitting of a Dáil following a general election to its dissolution. |
| Exclusivity of Service | The contractual provision requiring full-time staff to obtain University approval before taking on external commitments, as set out in the Terms and Conditions of Employment. |
This policy should be read in conjunction with the following:
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Terms and Conditions of Employment (Exclusivity of Service provisions)
Any queries regarding this policy should be directed to DCU People.
This policy will be reviewed as and when changes are required.
| Policy Name | Jury Service and Court Attendance Leave Policy |  |
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| Unit Owner | DCU People | ||
| Version Reference | Version 1.0 | Revised Version 1.2 | |
| Approved by | Human Resources | VP People | |
| Effective Date | 23rd March 2020 | 27th April 2026 | |