Ireland’s global EOR (Employer Of Record)

If slowness or a lack of local knowledge are among your top concerns when expanding to or employing staff in Ireland, an employer of record may be your best chance for achieving your goals for international expansion.

With the aid of an employer of record, often known as an international PEO, you can quickly find and hire staff in Ireland without having to take on the cost and risk of setting up a local business. Often, this can be completed in as little as two weeks.

Dublin employment

There are a number of laws that regulate employment and labor relations in Ireland, often known as the Republic of Ireland. Ireland frequently forces enterprises to pay higher prices than other EU countries like France or Germany to offer less benefits, including as paid sick time.

Collective bargaining agreements remain the primary way of regulating employment in many areas, notwithstanding a decline in union membership.

integrating new hires with an Ireland Employer Of Record


  • Arrange a welcome call to go through HR and employment data for Ireland and answer any questions. An Irish employer of record will do the following.

Create a special employment contract in English (or another local language) and provide a copy to the new hire along with details on the benefits for review and signature.

  • To set up payroll, get the employee’s banking and tax information.
  • Provide the employee with a local point of contact who can answer any questions they have about their employment, the region’s HR, or payroll.

As little as The entire onboarding process for the employee is usually completed in as little as two weeks.

Benefits and paid time off for employees in Ireland through a Global Employer of Record

When discussing the terms of an employment contract with a candidate in Ireland, keep in mind the following statutory benefits and paid leave obligations. You’ll also learn several ways an employer of record can support your company’s benefits strategy.


An employee may begin earning paid time off as soon as they begin working. Depending on whatever approach delivers the most paid leave, any of the following can be used to determine yearly leave:

An employee is entitled to benefits when they put in at least 1,365 hours for the same employer in a calendar year. up to four weeks off.

An employee receives one-third of a workweek when they put in at least 117 hours every month.

8% of the labor hours in a year (up to a maximum of four weeks)

An employee is expected to take at least one two-week vacation when they work eight or more months out of the year.

pregnancy-related health and safety leaves as well as maternity leave Recipients are still qualified to use their entire annual leave entitlement. When on sick leave, employees are still able to accrue annual leave, which they can use 15 months after the year in which it was earned.

The employer determines the length of the carryover period for leave, which may be up to six months. Additionally, Employers are not compelled to give the minimum amount of yearly leave.

Holidays There are nine paid holidays that are accessible to employees. If these dates fall on a weekend, there is no make-up day off. The choices available to employees compelled to work on a paid holiday include a paid day off on the holiday in question, an additional paid day of vacation, an additional day’s income, or a paid day off within a month of the holiday.

ill time

Employers are not required to provide paid sick days, however some do.

Private sector employees who have made at least 104 Pay Related Social Insurance (PRSI) contributions may be qualified to receive the government’s €203 per week depending on their total number of PRSI contributions. Illness Advantage between one and two years, beginning the seventh day of their illness.

Employees 66 and older are not eligible for the illness benefit.

health protection

Ireland has a public healthcare system. 37% of the population is entitled for free service and must pay a little cost; everyone else must fulfill the required income requirements. Irish citizens opted for private insurance at a percentage of 40% because to the occasionally protracted wait times for consultations.

Employers are not required to offer private health insurance, but many do so to attract people and maintain their competitiveness.

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