Employer of Record (EOR) Ireland

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Simple & Compliant Hiring with Globaine's Employer of Record (EOR)

Hire in Ireland with Confidence 
Globaine takes care of all compliance matters, including payroll, taxes, and legal obligations, while providing seamless hiring processes. Our platform ensures that every aspect of employee management in Ireland is handled efficiently and in full compliance with local regulations.

Fast Time-To-Hire

Onboard employees in as little as 12 hours.

Cost-Efficient

The most affordable solution on the market, saving you time and money.

Compliant Contracts

We draft bilingual contracts compliant with Irish labor law.

Global Reach, Local Expertise
Hire not just in Ireland, but in over 180 countries through our global platform, allowing you to grow internationally without entity setup. Globaine’s team provides the local expertise you need to ensure every hire is compliant, efficient, and hassle-free.

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HIRING

in Ireland

In Ireland,employment contracts are required by law to be provided in writing within two months of an employee’s start date. A contract must include key information such as the employee’s name, job title, salary, working hours, start date, and any probationary period. For certain positions, the contract should also include special terms, such as non-compete clauses, confidentiality agreements, or restrictions on post-employment activities, which must be specifically outlined for clarity.

A written contract is legally required when an employee starts working in Ireland. Though verbal agreements may be valid in certain circumstances, it is strongly recommended to have a written contract to avoid any disputes regarding the terms of employment. A written contract becomes even more essential for fixed-term, non-EU, or part-time employees to clearly define their terms of employment.

In Ireland, salary must be clearly stated in the contract and must be outlined in euros (€). The salary should reflect the annual total, and the payment terms (monthly or weekly) should be specified. Irish contracts also require information on overtime rates and bonuses, if applicable, and if the salary is subject to change, that must be outlined as well.

Specific contract clauses often included in Irish employment contracts include:

  • Non-compete clauses: Prevents employees from joining competitors for a defined period after leaving.

  • Confidentiality clauses: Protects sensitive company information.

  • Teleworking clauses: For remote employees, setting out working conditions, expectations, and home office allowances.

ONBOARDING

in Ireland

1. What are the key steps in employee onboarding in Ireland?

The onboarding process in Ireland includes ensuring that employees obtain a Personal Public Service (PPS) number for tax purposes and registering with social insurance. Employees must also provide necessary documents such as proof of identification and eligibility to work in Ireland. A medical check may be required for certain roles, ensuring the employee is fit for work.

2. When should employees complete pre-hire medical checks in Ireland?

Pre-hire medical checks are required for certain jobs that involve specific physical demands, such as those in healthcare or manufacturing industries. The check is mandatory before the employee can start their role, and any necessary adjustments or accommodations should be made to ensure compliance with health and safety regulations.

3.What documents are required for onboarding in Ireland?

To onboard an employee in Ireland, the following documents are necessary:

  • Proof of identity (passport, national ID).

  • A PPS number (for tax and social security contributions).

  • A signed employment contract.

  • Evidence of right to work (especially for non-EU employees).

PAYROLL

in Ireland

Salaries in Ireland are generally paid monthly, though some employers may offer weekly or bi-weekly payment options. The salary structure must include the base salary and any additional components like bonuses or overtime. It is also common for salaries to be paid through direct bank transfer. Irish employment law stipulates that all deductions, including income tax and social insurance contributions, must be made by the employer before the employee receives their salary.

For remote employees, employers must ensure that the employee’s working conditions are in compliance with Irish labor law. This includes providing appropriate allowances for home office expenses such as utilities, internet, and office equipment. Employers must also make sure that the employee’s salary is adjusted for taxes, benefits, and other applicable deductions, just as if they were working in an office.

The minimum wage in Ireland for an adult worker (over 20 years old) is €11.30 per hour (as of 2024). The minimum wage is paid for a full-time role and is adjusted annually based on inflation rates and government decisions.

In Ireland, there is no legal requirement for a 13th or 14th salary. However, some employers may offer bonuses, especially at Christmas or during the summer holiday period. These bonuses are typically negotiated and should be clearly outlined in the employment contract.

TAXES

in Ireland

1.What are the income tax rates in Ireland?

Ireland uses a progressive income tax system. Tax rates range from 20% to 40% based on an individual’s income. The lower rate of 20% applies to income up to €40,000 for a single person (€80,000 for a married couple), and the higher rate of 40% applies to income above that threshold.

2. How does the tax system apply to non-residents Ireland?

Non-residents are subject to a flat tax rate of 25% on income earned in Ireland. Non-residents may also be subject to additional taxes, such as Capital Gains Tax, depending on their activities within the country.

3. When should tax returns be submitted in Ireland?

Tax returns must be submitted by the end of October each year for self-assessed taxes. Employers are responsible for withholding income tax (PAYE) from employee wages throughout the year and paying it to the Irish Revenue Commissioners.

4. What social security contributions are required in Ireland?

Employers must contribute 23.5% of an employee’s gross salary to the social insurance fund (PRSI), while employees contribute 4%. These contributions fund public healthcare, pensions, and other social benefits in Ireland.

LEAVE

in Ireland

Employees in Ireland are entitled to a minimum of 4 weeks (20 days) of paid annual leave. This entitlement is calculated based on the number of days worked and must be used within the leave year, which runs from April 1st to March 31st.

Employees can start using their leave once they’ve completed 6 months of continuous employment. During the first year, employees accrue leave at a rate of 1.66 days per month.

Maternity leave in Ireland is 26 weeks, with the first 2 weeks being mandatory. Paternity leave is 2 weeks, and employees can take it within the first 6 months of their child’s birth. Payment for both is partially covered by the state under the Maternity Benefit and Paternity Benefit schemes.

Ireland has 9 public holidays annually. Employees are entitled to a day off on these holidays or may receive a premium pay rate if they work on a public holiday.

BENEFITS

in Ireland

1.What benefits are mandatory in Ireland?

In Ireland, mandatory benefits include statutory sick pay, paid annual leave (minimum 20 days), and public holiday entitlements. Employers must provide social insurance contributions (PRSI) and comply with maternity, paternity, and parental leave regulations. Pension contributions are not legally required but are commonly offered.

2. How is the home office allowance structured in Ireland?

Home office allowances are typically used to cover expenses such as utilities and office equipment. While there is no official home office allowance scheme, employers often provide a stipend for employees working remotely.

3. When should meal allowances be provided in Ireland?

In Ireland, meal allowances are typically provided when employees incur meal expenses while traveling for work or working extended hours. These allowances are not mandatory but are often part of company policies or collective agreements. Employers may offer tax-free meal allowances under Revenue guidelines.

4. What additional benefits are common in Ireland?

Common additional benefits in Ireland include private health insurance, pension contributions, and performance-based bonuses. Many employers also offer flexible working arrangements, professional development programs, and wellness initiatives. Some companies provide perks like company cars, gym memberships, and stock options.

TERMINATIONS

in Ireland

The statutory notice period for termination depends on the length of employment. It ranges from 1 week for employees with less than 2 years of service, up to 8 weeks for employees with more than 15 years of service.

In Ireland, an employee can be terminated without notice in cases of gross misconduct, such as theft, violence, or serious breaches of company policies. However, fair procedures must be followed, including a proper investigation and disciplinary process. Immediate dismissal without notice is only justified when the misconduct is severe enough to warrant it.

In Ireland, severance pay is typically provided through statutory redundancy payments for employees with at least 104 weeks of continuous service. The legal minimum is two weeks’ pay per year of service plus an additional one week’s pay, up to a weekly cap (€600 as of 2023). Employers may also offer enhanced severance as part of contracts or collective agreements.

In Ireland, mutual termination occurs when both the employer and employee agree to end the employment relationship. Conditions typically include a written agreement outlining terms such as the final working date, severance pay, and any waivers of future claims. Both parties must consent freely, without coercion, ensuring the employee fully understands the terms and implications of the agreement.

FAQs

Globaine ensures compliance by adhering to Irish labor laws, including employment contracts, tax regulations, social insurance contributions, and leave entitlements. Our team of legal experts stays updated on all relevant legislation to maintain 100% compliance.

By using Globaine’s EOR solution, companies can save on costs related to setting up and maintaining a local entity, including registration, legal fees, office space, and administrative overhead. This streamlined process reduces operational costs significantly.

 

Globaine guarantees quick onboarding by utilizing a streamlined process that includes pre-established agreements, automated systems for document management, and a local expert team ready to onboard employees efficiently.

Yes, Globaine is equipped to handle complex employment scenarios, including drafting bilingual contracts and managing terminations in compliance with Irish labor laws. Our legal team ensures that all documents and processes are properly executed.

Without an EOR, companies risk non-compliance with tax and labor regulations, legal disputes, and costly fines. Globaine mitigates these risks by managing all compliance aspects, including payroll, taxes, and employment contracts, ensuring full adherence to Irish laws.

Employer of Record (EOR) Ireland

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