Remote’s guide to employing in Ireland.
Remote-Owned Local Entity
We own our own entity in the countries where we operate to shield your company from risk and provide you and your employees with the signature Remote experience.
Ireland (Irish: Éire), also known as the Republic of Ireland (Irish: Poblacht na hÉireann), is a country in north-western Europe occupying 26 of 32 counties of the island of Ireland. The capital and largest city is Dublin, which is located on the eastern side of the island. Ireland ranks among the top ten wealthiest countries in the world in terms of GDP per capita and ranks highly in human development, freedom of the press, economic freedom and civil liberties.
4,921,500 (2019 est.)
Ease of doing business
Cost of living index
$$$$ (16 of 139 nations)
VAT - standard rate
GDP - real growth rate
8.17% (2018 est.)
Employing in Ireland requires employers to own a legal entity in the country and manage payroll, tax, benefits and compliance through their own in-country resources. The complexity of employment regulations in Ireland makes full compliance with employment laws a burdensome process.
Through Remote’s Global Employer of Record solution, your team is employed by our local legal entities in each country, and we take care of payroll, tax, benefits and compliance so you can focus on what matters most -- your people.
Irish employment law is not contained under a single law. Instead it is governed by common law, statutes enacted in law, the Irish Constitution, EU laws, collective labour agreements in certain industries, and the individual employment contract itself.
Employment law provides strong labor conditions and protections for employees, so employing people will generally be an important investment and commitment.
However, temporary agencies are popular options for more flexible workforce arrangements. For these and many other reasons, the following are only guidelines in the broadest sense, and professional legal services have to be consulted when employing Ireland.
|Monday, January 3, 2022||New Years Day|
|Thursday, March 17, 2022||St Patrick's Day|
|Friday, March 18, 2022||Day of Remembrance and Recognition|
|Monday, April 18, 2022||Easter Monday|
|Monday, May 2, 2022||Early May Bank Holiday|
|Monday, June 6, 2022||June Bank Holiday|
|Monday, August 1, 2022||August Bank Holiday|
|Monday, October 31, 2022||October Bank Holiday|
|Sunday, December 25, 2022||Christmas Day|
|Monday, December 26, 2022||St Stephen's Day|
Minimum monthly wage is € 1,656.20 per month.
For customers of Remote, all employee payments will be made in equal monthly installments on or before the last working day of each calendar month, payable in arrears.
We can help you get a new employee started in Ireland fast. The minimum onboarding time we need is only 7 working days.
Our team ensures your employees are onboarded and paid as quickly as possible while keeping your business compliant with all local employment legislation. The minimum onboarding time begins after the employee submits all required information onto the Remote platform. The onboarding timeline is also dependent upon registration with local authorities.
For all non-nationals of the country of employment, the Right to Work assessment (if applicable) will add three extra days to the total time to onboard. There may be extra time required if we need to follow-up on the right to work assessment.
Please note, payroll cut-off dates can impact the actual first day of employment. Remote has a payroll cut-off date of the 10th of the month unless otherwise specified.
At Remote, we’re obsessed with helping you craft the best possible employee experience for your team. We are leading the way in practicing “fair equity,” which means making sure employees everywhere have access to both the required and supplemental benefits they need to thrive (and that will allow you to attract the best local talent).
Our benefits packages in Ireland are tailored to fulfill the local needs of your employees. Typically, our packages contain some or all of the following benefits:
Learn how employment taxes and statutory fees affect your payroll and your employees’ paychecks in Ireland.
11.05% - Pay Related Social Insurance (PRSI)
4% - Pay Related Social Insurance (PRSI)
20% - Up to 35,300
40% - Earned income remainder
Full-time employees are entitled by law to a basic annual paid leave entitlement of 4 weeks. The individual employment contract or collective bargaining agreements may grant additional paid leave.
Expecting mothers must take at least to 2 weeks of pregnancy leave (before the due date) and at least 4 weeks maternity leave (after childbirth), with a maximum of 26 weeks in total with pay. The mother can also receive an extra 16 weeks of unpaid leave, which begins immediately after the end of maternity leave.
New parents (other than the mother of the child) can take 2 weeks' leave in the first 6 months after the baby is born or adopted. The leave can start any time in the first 6 months after the birth or adoption.
Under common law, an employer can terminate an employment relationship for any reason, provided the employer complies with the terms of the contract of employment, including giving the required notice. The employee has to be informed in writing that the employer is serving notice on the employee of termination and either works out their notice period or gets paid in lieu of their notice period.
Employees with more than 1 year of continous service are generally protected against unfair dismissal. Fair reasons to terminate an employment relationship include:
The statutory notice period for an employer depends on the duration of employment:
Probationary periods in Ireland may last up to six months, but these periods can be increased an additional six months if the company declares an extension to the probationary period in the employment agreement. Exercising this extension is not a common practice. There is no statutory minimum probationary period for employees in Ireland, although a period between 3-6 months is commonplace.