Hire in Ireland

EOR in Ireland

If a lack of speed or local expertise are among your top concerns when expanding to or employing workers in Ireland, an employer of record may be the best option for achieving your global growth objectives.

An employer of record, sometimes known as an international PEO, enables you to quickly hire and onboard workers in Ireland―often in as little as two weeks―without having to take on the cost and risk of establishing a local entity.

Learn about the hiring, employment, payroll and benefits requirements for workers in Ireland and how our employer of record service, EOR, and local HR experts can help you manage your international employment needs.

Hiring in Ireland

​Top companies from around the world have seen the benefits of hiring in Ireland, but Ireland's labor laws can be complex. Employment relationships in Ireland are governed by national legislation, European Union directives, statutory instruments, and common law, as well as collective agreements and individual contracts. The key employment laws include the Terms of Employment (Information) Act 1994–2014, the Employment Equality Acts 1998–2015, and the Organisation of Working Time Act 1997.

Additionally, Irish law provides strong protections for employees under fixed-term, part-time, and agency contracts, regulated by the Protection of Employees (Fixed-Term Work) Act 2003 and other statutory instruments. Employers are expected to provide written terms of employment within five days of starting work.

Because of the complexity of employment laws in Ireland, compliant employment contracts are an essential business need. With Safeguard Global as your partner, you can employ workers in Ireland with confidence, knowing that every contract for every worker meets all legal requirements. We can also provide you with guidance about cultural norms and hiring best practices, and keep you up to date with employment regulations as they change.

Employment contracts in Ireland

In Ireland, employment contracts can be fixed-term or permanent, depending on the nature of the job and the agreement between the employer and employee. Permanent employment contracts must include benefits such as paid annual leave, public holidays, redundancy entitlements, and access to social insurance benefits. Fixed-term employees are entitled to the same benefits as permanent employees, and after four years of continuous service, they may be entitled to a contract of indefinite duration unless objectively justified.

Ireland also has apprenticeship contracts, mainly for training, which are governed by national apprenticeship programs and relevant legislation. Employers engaging apprentices are required to:

• Provide structured training aligned with approved curricula
• Pay apprentices a stipend in line with government regulations
• Ensure apprentices work in a safe environment
• Adhere to regular working hours as defined by labor standards

Probationary period

In Ireland, probation periods are indirectly addressed in local law, typically lasting up to six months in the private sector, and up to 12 months in government roles, with extensions permitted only on an exceptional basis.

Termination and notice periods

In Ireland, statutory laws generally require written notice for termination, with periods ranging from one to eight weeks based on the employee's length of service. In most cases, terminated employees are entitled to a warning and a fair hearing. Just cause for a dismissal includes the following:

• Serious misconduct
• Incompetence
• Redundancy
• Breach of contract
• Incapacity
• Lack of qualification
• Other substantial reasons

Employees with at least two years of service may be entitled to redundancy payments, calculated based on their length of service and weekly earnings. As your Employer of Record (EOR) in Ireland, we can assist you in managing employee terminations by providing legal guidance and a personalized process to ensure compliance with labor laws and minimize legal risks.

Working hours and overtime

The standard working week in Ireland typically consists of 39 to 40 hours, spread across five days, with a legal maximum of 48 hours per week averaged over a four-month reference period. Employees are entitled to 11 consecutive hours of rest in every 24-hour period and one full day off each week.

Any work beyond the standard working time is considered overtime. While Irish law does not mandate a specific rate for overtime pay, it is common for employers to offer premium rates, such as time and a half or double time, based on the employee’s contract or collective agreement. Some industries have sector-specific agreements that define minimum overtime pay obligations.

Pay and benefits

When negotiating terms of an employment contract with a candidate in Ireland, here are some of the statutory benefits and paid leave requirements to keep in mind, as well as how an employer of record can support your company’s benefits strategy.

Minimum wages and salary benchmarks

Minimum wage rates in Ireland are set nationally. As of January 1, 2025, the national minimum wage is €13.50 EUR per hour for employees aged 20 and over, with reduced rates for younger workers: €12.15 EUR for age 19, €10.80 EUR for age 18, and €9.45 EUR for those under 18. ​

The minimum wage applies uniformly across sectors, ensuring fair compensation regardless of industry.​

The overall annual average salary in Ireland is approximately €44,202 EUR, with monthly earnings varying significantly by position, experience, and region. The median monthly salary is estimated to be around €3,683 EUR.​

By gender, a wage gap exists with average annual salaries for men typically exceeding those for women. Efforts to reduce this disparity continue through targeted government initiatives and policy reforms.​

Looking at salary by location in Ireland

• Dublin: Known for offering salaries above the national average, particularly in sectors such as finance, technology, and healthcare.​

• Cork: Offers competitive compensation in industries like pharmaceuticals, education, and information technology, with wages generally reflecting the local cost of living.​
• Galway: While salaries in Galway are competitive, certain sectors may offer compensation slightly below the national average, influenced by regional economic factors.​

As your employment partner in Ireland, Safeguard Global can provide you with the latest resources and insights on average employee compensation across various roles and regions, ensuring that you make competitive and compliant employment offers.

Payroll frequency

In Ireland, employees are typically paid on a monthly basis, with salaries disbursed during the last week of each month, as specified in the employment contract or company policy. While Irish employment law does not mandate a specific pay frequency, monthly payments are standard practice, ensuring regular income for employees. ​

In addition to regular monthly wages, employees may receive additional compensation such as performance bonuses or commissions. These payments are often stipulated in employment contracts or internal company policies and are disbursed according to the terms outlined therein. Employers are required to adhere to the agreed-upon schedules for these payments to maintain compliance with labor regulations.

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.

Employee benefits

Employers in Ireland are legally required to provide several statutory benefits.

• PRSI (Pay Related Social Insurance): Employers contribute 11.05% of an employee’s gross earnings toward PRSI. This funds state benefits like illness, maternity, paternity, and pensions.

• Statutory sick pay: Employers 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.

• Maternity and paternity leave: Eligible employees can receive state-paid maternity (26 weeks) or paternity leave (two weeks), funded by the Department of Social Protection.

• Occupational pension access: While not mandatory, employers must provide access to a Personal Retirement Savings Account (PRSA) if no occupational pension is available.

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.

Tax and social contributions

Income tax and employee deductions

In Ireland, withholding tax is known as Pay As You Earn (PAYE) and is deducted by employers before paying salaries to employees. Employers must deduct PAYE from employee salaries based on applicable income tax rates and submit it to the Revenue Commissioners.

Employer payroll contributions

Ireland's social security system requires employer contributions that are dependent on the total number of employees, and these contributions cover pensions, medical care, disability insurance, and gratuity payments. In addition, workers' compensation is financed by contributions from state governments, employers, and employees. ​

Business tax and compliance

Employers in Ireland must adhere to various taxation and regulatory compliance requirements to operate legally and avoid penalties.​

• Corporate tax: Companies are taxed at a standard rate of 12.5% on trading income. A 15% rate applies to large multinationals under the OECD Pillar Two rules. ​
• Value added tax (VAT): VAT applies to businesses with annual turnover exceeding €85,000 EUR for goods and €42,500 EUR for services. Employers must register, file monthly or quarterly returns, and pay VAT on applicable goods and services. ​
• Pay As You Earn (PAYE): Employers must deduct PAYE from employee salaries, vendor payments, and contractor fees. PAYE must be deposited by the 14th of the following month, and periodic returns must be filed. ​
• Income tax returns (ITR): ITRs are filed annually based on company profits. Companies must also file annual financial statements with the Irish Revenue Commissioners.

Work visas and immigration

Programs for foreign workers

In Ireland, hiring foreigners without valid employment permits can result in fines, legal action, or revocation of business licenses. The Irish government enforces strict regulations to ensure employment opportunities are first available to Irish citizens unless specialized skills are required. Therefore, Ireland has structured skilled migration programs for foreigners, with provisions for highly skilled professionals in sectors like information technology, healthcare, engineering, and finance. Certain workers may apply for an Irish employment permit.​

• Critical Skills Employment Permit: Designed to attract highly skilled individuals in occupations experiencing labor shortages
• General Employment Permit: For occupations not listed on the Critical Skills list, subject to labor market needs
• Intra-Company Transfer Permit: For employees transferring within the same company to an Irish branch

Foreigners may also apply for a Short-Term Business Visa, which is issued for attending meetings, conferences, or training sessions in Ireland. It does not permit full-time employment in an Irish company.​

Sponsorship and employer responsibilities

Hiring a foreign national in Ireland requires compliance with immigration, labor, and tax regulations. ​

Eligibility criteria

• Confirm that the foreign applicant has the required qualifications and that no suitable Irish or EEA candidate is available.​
• Conduct a labour market needs test, if applicable, by advertising the position through national and EEA job portals​.
• Submit a signed job offer, company registration documents, and the applicant’s credentials to the Department of Enterprise, Trade and Employment​.

Required documentation

• Valid passport with at least six months' validity​
• Employment contract specifying job duties, salary, and duration​
• Company registration and letter of intent​
• Certified copies of educational and professional qualifications​
• Employment permit application (e.g., General Employment Permit or Critical Skills Employment Permit, depending on the employment type)
• Completed visa application form and biometric photos​

Post-arrival requirements

• Residence permit: After entering Ireland, the foreign worker must register with the Irish Naturalisation and Immigration Service (INIS) and obtain an Irish Residence Permit (IRP).​
• Personal Public Service (PPS) Number: Register for a PPS number for tax and social security purposes.​
• Update local authorities in case of change of address, employment status, or permit renewal.

Processing times and costs

Once a person has applied for an Irish employment visa, the processing time varies, but it typically ranges from six to 12 weeks. The fees for an employment visa vary based on the applicant's nationality and the duration of the visa.​

• General Employment Permit: €500 EUR for six months or less, €1,000 EUR for six to 24 months
• Critical Skills Employment Permit: €1,000 EUR flat fee

Visa fees for a long-stay employment visa also exist (if applicable).

• Single-entry: €60 EUR
• Multi-entry: €100 EUR

Additional fees, such as the Irish Residence Permit fee (€300 EUR) and document authentication charges, may apply. Check with the specific Irish consulate or embassy for the most accurate and up-to-date fee structure.

Leave and public holidays

Annual leave and paid time off

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:

• 1/3 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)

Employers may offer more generous leave entitlements through employment contracts or collective agreements. Annual leave must be used within six months after the end of the leave year, unless extended by agreement.

Public holidays

Employees are entitled to several paid public holidays.

• Jan. 1: New Year’s Day

• Mar. 17: St. Patrick’s Day

• Easter Monday

• First Monday in May, June, and August

• Last Monday in October

• Dec. 25: Christmas Day

• Dec. 26: St. Stephen’s Day

Employees are entitled to a paid day off on public holidays. If required to work on a public holiday, they must receive one of the following:

• A paid day off within a month

• An extra day of annual leave

• An additional day’s pay

Entitlements apply after 40 hours of work in the previous five weeks. Employers may provide enhanced holiday benefits through contracts.

Sick leave

Personal and sick leave are governed by the Sick Leave Act 2022. Employees are entitled to five days of paid sick leave per year, increasing to seven days in 2025. Sick pay is calculated at 70% of the employee's normal pay, up to a maximum of €110 EUR per day. Eligibility requires 13 weeks of continuous employment and a medical certificate.

Parental leave

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.​

Hiring and talent management

Commonly recruited roles

Global companies operating in Ireland frequently recruit for roles that draw upon the country’s highly educated and English-speaking workforce. There are multiple roles that are commonly recruited for in Ireland.

• Software engineers: Expertise in Java, Python, and cloud systems

• IT support analysts: Provide technical assistance and infrastructure support

• Financial analysts: Specialize in forecasting and data modeling

• Accountants: Maintain ledgers and financial statements

• HR and talent partners: Oversee recruitment and employee engagement

• Regulatory and compliance officers: Ensure corporate legal compliance

• Customer service agents: Offer multilingual and technical client support

As your Employer of Record in Ireland, we can help you access the talent pool, manage recruitment, and onboard skilled professionals efficiently.

Languages

Ireland is a bilingual workplace environment, with English and Irish used across industries. While English dominates corporate settings, Irish is widely spoken in government and business sectors, particularly in Gaeltacht regions. Workplaces often operate in a bilingual manner, depending on the industry and region.​

In corporate sectors like IT and finance, English is the primary language for communication, documentation, and client interactions, especially in multinational companies. Meetings, presentations, and official emails are generally conducted in English, though employees may use Irish informally.​

In government offices and public sector organizations, English and Irish are commonly used for internal communication and documentation. Ireland recognizes both English and Irish as official languages, with policies promoting the use of Irish in public services. ​

The manufacturing and retail sectors rely on English for daily operations, especially in labor-intensive industries. Factories, warehouses, and construction sites primarily use English, while management-level communication may be in Irish.​

In customer service, language use depends on clientele. English is common for domestic and international customer support, while many companies also hire Irish speakers to cater to regional customers.

Education level

The Irish workforce consists of individuals with diverse education levels, ranging from basic schooling to advanced degrees. Education levels vary by industry, job role, and region, with skilled and unskilled workers contributing to different sectors of the economy.

• Unskilled and semi-skilled jobs (agriculture, construction, retail, informal sector): Primary (grade 6) or secondary (grade 12) education
• Skilled trade and technical jobs (manufacturing, automotive, electrical, construction): Vocational training (apprenticeships), polytechnic diploma, higher secondary (grade 12)
• Entry-level corporate and service sector jobs (clerical, sales, customer service): Bachelor's degree (BA, BCom, BSc) or higher secondary (grade 12)
• IT and engineering jobs (software development, technical support, research and development): Bachelor's degree (BTech/BE in computer science, IT, or electronics)
• Finance and business jobs (accounting, banking, consulting, corporate roles): Bachelor's or master's degree (BCom, MBA, CA, CFA)
• Healthcare and life sciences jobs (medical, pharmaceuticals, biotechnology): Bachelor's or master's degree (MBBS, BDS, BPharm, MSc, MTech in biotechnology)
• Academia and research jobs (education, scientific research, government): Master's or PhD (MA, MSc, MPhil, PhD)

Recruitment trends and hiring considerations

The Irish job market in 2025 reflects strong demand in digital transformation, healthcare, renewable energy, and skilled trades. Technology, construction, and business services remain core drivers of hiring, while hybrid and remote work models continue to shape recruitment strategies.​

Labor shortages in IT, nursing, and construction are influencing training initiatives and government-backed employment programs. Employers increasingly seek candidates with digital competencies, multilingual abilities, and role-specific certifications.​

Cultural considerations include a preference for formal job applications, structured onboarding processes, and clear contractual agreements. As your local partner, we can help you navigate Irish hiring practices, salary expectations, and legal requirements — ensuring a compliant and efficient recruitment process in Ireland.

Workplace culture and business practices

Workplace norms and professional etiquette

Ireland’s workplace culture blends a respect for structure and professionalism with a strong emphasis on equality and open communication. Modern organizations in Ireland value approachability, teamwork, and flexibility, especially in dynamic sectors such as tech and finance.

Hierarchy and authority: While companies maintain clear reporting lines, employees are encouraged to contribute ideas and collaborate across teams. Decision-making may be consensus-driven in progressive workplaces, though senior leadership retains strategic control.

Email and phone etiquette: Business communication is typically professional and courteous. Emails begin with polite greetings and use formal language, while phone calls are respectful and often include brief pleasantries before addressing business topics.

Meeting etiquette: Meetings are expected to begin on time, with a structured agenda. Punctuality is valued. Informal conversation at the start is common and helps foster rapport. Contributions from all attendees are encouraged.

Professional dress code: Traditional industries such as banking may require business formal attire. In contrast, start-ups and tech firms often adopt business casual or smart casual dress codes, especially in hybrid and remote environments.

Typical working hours and business customs

In Ireland, the standard workweek generally consists of 40 hours, usually spread over five days from Monday to Friday. The Organisation of Working Time Act 1997 limits average weekly working hours to 48 over a reference period. Flexible arrangements, such as remote or hybrid work, have become common, particularly in the tech and services sectors.

Many employers offer core hours policies, enabling staff to start and end their days within an agreed range. Employees are entitled to rest breaks during shifts, and Sunday work may attract premium pay in some sectors. Irish workplaces encourage a healthy work-life balance, and labor law ensures protections for employees in terms of rest and maximum working hours.

Key HR challenges and compliance risks

Ireland's employment landscape is governed by a multifaceted legal framework, encompassing statutes such as the Employment Rights Act and the Organisation of Working Time Act. Recent developments, including the introduction of the Auto-Enrolment Retirement Savings Scheme and expanded gender pay gap reporting, have added layers of complexity to compliance efforts. Noncompliance risks encompass substantial financial penalties, legal disputes, and reputational harm. The dynamic nature of tax legislation and evolving salary structures necessitates proactive HR strategies, particularly for organizations transitioning from an employer of record (EOR) model to establishing a local entity.

Professional employer organization (PEO) vs. employer of record (EOR) in Ireland

What is a PEO in Ireland?

A professional employer organization (PEO) in Ireland is a third-party service provider that manages human resources, payroll, compliance, and employee benefits for their workforce.

Challenges with a PEO model

While a PEO can simplify HR operations in Ireland, it does not remove the client's legal responsibilities. Companies using a PEO may still need to establish a legal presence in the country, handle corporate tax filings, and manage social insurance and benefit obligations directly.

This shared responsibility can expose businesses to compliance risks if local laws and reporting obligations are not properly followed. By contrast, an employer of record (EOR) assumes full employment liability, ensuring a compliant and low-risk solution for foreign employers.

EOR as an alternative to PEO

If you're interested in expanding into Ireland and intricate employment laws or sector-specific collective agreements are among your top concerns, an employer of record (EOR) may be the best option for achieving your global growth objectives.

An employer of record, sometimes known as an international PEO, enables you to quickly hire and onboard workers in Ireland — often in as little as two weeks — without having to take on the cost and risk of establishing a local entity.

Safeguard Global has nearly two decades of experience as an EOR in countries around the globe. As an EOR in Ireland, we're experts in employment law compliance, payroll management, and benefits administration, ensuring your operations align with local regulations and practices.

Entity setup in Ireland

Setting up a local entity

While employers of record (EORs) provide a quick entry into Ireland, establishing a legal entity is essential for companies planning large-scale operations, direct hiring, and full market control. The decision depends on growth plans, industry regulations, and cost considerations.

Safeguard Global can help you assess your growth plan and objectives and find the solution that best meets your needs. We're the only provider that grows with you.

Entity registration steps and timelines

Establishing a legal entity in Ireland requires several steps, each involving specific documentation and regulatory approvals. The process begins with selecting an appropriate company structure, such as a Private Company Limited by Shares (LTD), and reserving the company name with the Companies Registration Office (CRO). Applicants must provide details of at least one director, a company secretary, a registered office address in Ireland, and the company's constitution. ​

Next, companies must prepare key incorporation documents, including the memorandum and articles of association, which outline the company's objectives and internal governance structure. These documents are submitted to the CRO for registration. ​

After registration, businesses must register for corporation tax with the Revenue Commissioners and, if applicable, for value added tax (VAT) and as an employer for Pay As You Earn (PAYE) purposes. Depending on the nature of the business, companies may also need to obtain additional licenses or permits. ​

The entire incorporation process in Ireland typically takes between three to five business days, depending on the completeness of documentation and the efficiency of the relevant authorities.

Comparing EOR vs. entity setup

While EOR is a faster, low-risk option for market entry and small teams, entity setup is better for long-term operations and larger workforce expansion.

When EOR might better suit your needs:

• You need to hire employees quickly (one – two weeks).
• You don’t want to set up a legal entity and manage compliance.
• You are testing the Irish market before long-term commitment.
• You plan to hire fewer than 50 employees in Ireland.
• You need flexibility without significant investment.

When entity setup might better suit your needs:

• You want full business control and plan to operate long term.
• You need to sign contracts, open bank accounts, and own assets in Ireland.
• You are hiring 50+ employees (EOR costs become unsustainable).
• You work in a regulated industry requiring business registration.
• You want to protect your intellectual property under Irish law.

Global workforce solutions

HR & Benefits solutions in Ireland

We offer tailored HR and benefits support in Ireland, including administration of statutory and supplemental benefits, employee onboarding, and compliance monitoring. Whether you require localized health coverage, pension enrollment, or leave tracking, we ensure your workforce remains engaged and compliant with Irish employment law.

Tax & Accounting solutions

Our team handles payroll tax filings, PAYE and PRSI calculations, and all employer tax obligations under Irish law. We also assist with corporate tax filings and ensure compliance with Revenue Commissioner deadlines and reporting formats.

Global Payments & Payroll Processing

We provide seamless multi-currency payroll processing for Irish employees and expatriates. Our services include salary disbursements, bonus allocations, benefits administration, and statutory deductions — all while ensuring compliance with Irish tax, labor, and banking regulations.

Updated: May 2025

Partner with Safeguard Global as your employer of record and PEO in Ireland

With over a decade of service, we are the longest-serving employer of record and PEO provider in the international market. Organizations around the world rely on EOR, our employer of record solution, to expand and hire in over 170+ countries around the world, quickly and compliantly.

We’ve seen just about every global employment circumstance imaginable—and with our extensive knowledge of local law and culture, we know what it takes to get employment right in Ireland. We provide written contracts in the local language, salaries in the local currency and HR support in your employees’ time zone.

Additionally, as a global payroll provider we support payroll administration—including payments, filings and other calculations— all around the world and can accommodate the payroll outsourcing needs of any size organization.

Whether you’re looking to hire as part of a strategic expansion or to meet specific talent needs, our global solutions advisors can walk you through your international hiring options so you can make the right choice for your organization. Contact us today.

Disclaimer: The information provided on or through this website is for informational purposes only and does not constitute legal advice. Safeguard Global expressly disclaims any liability with respect to warranty or representation concerning the information contained herein, including the lost essence, interpretation, accuracy and/or completeness of the information in transit and language translation.