Employer Of Record Ireland
Infotree Global is engaged in providing Employer of Record solutions for clients looking for hiring in Ireland. It assists clients to run payroll in Ireland without setting up a branch office. Your candidates are recruited via Infotree Global’s Ireland Employer of Record adhering to the local labor laws. It means you can hire workers and have them onboard quickly and smoothly. With our dedicated in-territory expert support, you can be assured of hiring in a new country like Ireland for your global business operations without facing legal hassles.
Table of Contents
• Hiring in Ireland
• Employment Contracts in Ireland
• Ireland Compensation and Benefits
• Payroll and Tax in Ireland
• Challenges When Expanding Into Ireland
• Benefits of Ireland Employer Of Record
• Why Infotree Global Solutions?
Hiring in Ireland
For a foreign company recruiting talented employees is a crucial part of establishing a business in Ireland. It is important to learn about employment compliance laws in the country. Managing your employees in Ireland can cause pain if you are not aware of the Irish employment law. For every organization looking for business expansion in Ireland, it becomes necessary to get familiar with the legal formalities including hiring and onboarding employees. Getting through the complexities of country laws is vital and hence, you should make sure to adhere to them.
Employment Contracts in Ireland
Employment contracts are mandatory in Ireland and employers should give new employees a written contract in 2 months. The contract should be in the local language and must be signed by the employer and employee. It should specify the details of the employee’s compensation, benefits, and termination if required. An offer letter in Ireland should always have the details of remuneration amounts in euros instead of foreign currency. An employer of record can assist with your unique HR needs.
• Working hours: The standard Irish workday includes general working hours from 9 am until 5:30 pm with at least a half-hour lunch break. The average working week is 40 hours can be extended up to 48 hours. Employers must provide additional compensation to employees working on Sundays. Overtime pay is not an obligation for employers and they are free to pay as per company policy.
• Compensation: In Ireland, the minimum wage is 10 Euros an hour. The minimum wage is calculated, as regular hours plus overtime, time spent on business travel, and training courses during the workday. Bonuses are not mandatory, but some employers do provide on a willing basis.
• Probation period: A probation period varies between three to twelve months. During this period employer can terminate an employee providing one week’s notice as per probation criteria. The probation period in excess of 12 months is entitled to the benefits of the Unfair Dismissals Acts.
• Termination and severance: The termination process will require a company to be very precise and fair. Proper reasons, along with warnings, should be submitted against the employee for proper dismissal of the employee from the company workforce. Employers are required to follow the code of practice on Grievance and Disciplinary Procedures issued by the Labour Relations Commission. Termination notice by an employer to an employee depends upon the length of the employment. It may vary from one week’s notice to eight week’s notice.
Ireland Compensation and Benefits
While expanding your business in Ireland and to stay compliant one needs to be aware of benefits and compensation laws. To attract and retain the talent employers should consider the country’s statutory minimums and introduce competitive benefits. Here are some of the statutory benefits and paid leave requirements one can keep in mind while negotiating employment contracts.
• Maternity leave: Female employees are entitled to 26 weeks of maternity leaves regardless of their tenure with the organization. Employers are not obliged to pay employees during maternity leave. Employees with sufficient PRSI contribution may be entitled to Maternity Benefit from the Department of Social Protection of approximately 80% of income.
A pregnant employee must take two weeks of leave before the end of the week of childbirth and four weeks after. The remaining leaves can be taken as per employee preference. In addition to mentioned maternity leaves an employee can also apply for 16 weeks of additional unpaid leaves. These additional leaves are not covered under social welfare payments.
• Sick leave: There are no strict regulations to be maintained in terms of providing paid sick leaves under Irish employment law. It’s at the sole discretion of the employer to decide on a sick leave policy. Employees can qualify for an illness benefit of Euro 203 a week from the government if they have at least 104 weeks of PRSI contribution paid since they first started work or 39 weeks of PRSI contributions paid in a relevant tax year (with 13 paid contributions). Employees of age 66 years or older are not entitled to receive illness benefits the may be eligible for a state pension.
• Vacations: In Ireland, employees start earning paid leaves soon after joining and are entitled to 20 days of annual leave each year in addition to public holidays. Annual leave is calculated based on hours employees works in a given year.
Working at least 1,365 hours for the same employer makes an employee eligible for four weeks of leave in a year. One-third of a working week per month when an employee completes a minimum of 117 hours. 8% of hours worked in a given year, subject to a maximum of four weeks.
• Bonus: Ireland has got no strict regulations associated with the payment of bonuses although, many employers offer performance-based bonuses as incentives.
Payroll and Tax in Ireland
When it comes to payroll, the Government of any country makes sure to give more benefits to its residents than the immigrants. The same is the scenario in Dublin and Ireland when it comes to employment labor law. Employers must inform employees of personal retirement savings account (PRSA) schemes or pension arrangements by the company. Both parties’ social insurance contributions are transferred into the Social Insurance Fund, known as PRSI. The PSRI charges also cover workers for different Social Welfare Benefits including State Old Age Pension and Medical Benefits. Employees must pay PAYE which means pay as you earn tax depending on their income and allowances. Besides, workers must pay progressive income tax while working in Ireland.
Both employee and employer contribute to Ireland’s Social Insurance Fund (PRSI). The employer contributes 8.5% on any income up to €356 per week. If income exceeds €356 per week contribution stands at 10.75%. For companies doing business in Ireland, the standard company (corporation) tax currently stands at 12.5% for trading income and 25% of non-trading income.
Tax in Ireland
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Challenges When Expanding Into Ireland
The companies starting their business operations in Ireland needs a PPS or Personal Public Service number to qualify to get RPNs. A PPS number can be acquired from the local PPS Registration Centre after submitting all the supporting documentation. A new employee will be on the emergency tax until he receives a tax credit. Setting up a new start requires necessary details like staff number, name, address, sex, date of birth, and title. Besides, there should be the employment start date, PPS, bank details, compensation, deduction, pension, and so on. Infotree Global as your Employer of Record provides all the legal assistance to run your business operations in Ireland without having an actual office set up there.
Benefits of Ireland Employer Of Record
The cost and risk of managing a foreign corporate entity from a compliance perspective are too high for future potential benefits. Often, it does not align with the long-term goals of your organization. Using professional Employer of Record Services Ireland helps you in countless ways. By having a contractor overseas, you can sit back and witness the entire process going on smoothly. Your company can invest in the resources of EOR and show your commitment to employee management in a new country. Hiring an employer of record Ireland helps you get a cost-effective solution to hiring international employees while saving a significant amount of time and energy. Imagine the country laws, employment challenges, and cultural nuances you have to undergo to get the task of hiring done. All this you can do without setting up a legal office in the country. If you need to hire urgently, an EOR helps you carry out the process faster than you think.
Why Choose Infotree Global?
As your Ireland Employer of Record, Infotree Global Solutions simplifies the process of hiring overseas. Taking the benefit of talented labor markets in Ireland is easy with Infotree Global Solutions. A team of experts is designated to work on your behalf to perform all your in-country liabilities in compliance with local labor laws. As a result, your new employee is productive sooner than you think. Using our network and professional support, we make hiring a better experience for employees working internationally for you. Infotree Global Solutions enables you to utilize the talent of the smartest individuals, quick and smooth.
Let us assist you with Ireland’s business visas, payroll and taxes, and general employment support to significantly save your time and reduce your worries.