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Employer of record in Ireland | Employee Benefits
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Ireland Fast Facts
Safeguard Editorial Team
Employee Benefits in Ireland
Bonuses and additional payments
In Ireland, there is no statutory requirement for employers to provide bonuses; however, bonuses are commonly used to reward employee performance. Bonuses can be contractual, where the employer must pay the bonus if certain agreed criteria are met, or discretionary, where the employer has flexibility over whether to award the bonus. Even discretionary bonuses must be awarded based on fair and objective criteria and cannot be withheld arbitrarily. Employers are encouraged to clearly outline bonus schemes in employment contracts to ensure transparency and compliance with employment laws.
Annual leave
Employees in Ireland are entitled to a minimum of four weeks’ paid annual leave per leave year, as outlined in the Organisation of Working Time Act 1997. Leave accrual is based on time worked and is generally calculated as:
- One-third of a working week for each calendar month in which the employee works at least 117 hours.
- Or, 8% of the hours worked in a leave year (up to a maximum of four working weeks).
Annual leave must be used within six months after the end of the leave year, unless extended by agreement.
Sick leave
By law, employers in Ireland must provide up to five days of paid sick leave per year at 70% of the employee’s wage, capped at €110 EUR per day. Employers may offer more generous leave entitlements through employment contracts or collective agreements.
Parental leave
In Ireland, employers must provide up to 26 weeks of unpaid leave to each parent for the care of a child under 12 years of age, with extensions available for children with disabilities or long-term illnesses. Employees who have completed at least one year of continuous service with their employer are eligible for benefits, with written notice submitted at least six weeks before the intended start date of the leave.
Additional benefits
Employers must provide access to a Personal Retirement Savings Account (PRSA) if they do not provide an occupational pension scheme. Private healthcare coverage is not required by law but is commonly offered in competitive sectors. Other voluntary benefits may include life insurance, wellness programs, or employee assistance plans.
As your employer of record in Ireland, we can help you build a compliant and competitive benefits package while managing the required contributions and entitlements on your behalf.
Disclaimer: The information provided on or through this website is for informational purposes only and does not constitute legal or professional advice. Safeguard Global does not make any representations or warranties, and expressly disclaims any liability arising from or concerning the information contained herein, including the lost essence, interpretation, accuracy and/or completeness of the information and language translation. Laws and regulations may change and interpretations may vary. You are encouraged to seek professional or legal advice to address any issues, questions or matters arising from the information contained herein.
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