The luck of the Irish may be legendary, but we use more proactive and reliable methods in finding talented staff for your new branch or operational set up in Ireland. While the Irish may like to work hard and play hard, generally they’re are not workaholics. In Ireland, local people put a high value on their social lives.
The standard Irish work day is from 9 to 5:30 with an hour for lunch. Many offices, including government departments, are closed between 12:30 and 2. An average working week runs to 39 hours and the legal maximum average is 48. All working hours are governed by EU directives which stipulate that employees are entitled to a minimum of 11 hours’ continuous rest in every 24-hour period and at least one rest period in a working day of more than six hours. Employees are also entitled to at least 24 hours’ continuous rest every week. That of course is unlikely to change post Brexit.
We don’t rely on luck nor use blarney to find you the right people in the ROI..
Employers are required to provide additional compensation to employees that are required to work on Sundays but it’s worth noting that overtime pay is not a statutory obligation for employers, although many pay their workers higher rates of pay for overtime. The employment contract should state whether the employee is required to work overtime and state the associated rates of pay for doing so.
Staff usually get 20 days of annual holiday leave each year in addition to public holidays.
Statutory annual leave is calculated based on the number of hours an employee works in any given year. How statutory annual leave can be calculated is worked out on one of a number of methods: four working weeks in a leave year in which the employee works at least 1,365 hours, unless it is a leave year in which he/she changes employment; or
one-third of a working week per calendar month in which the employee works at least 117 hours; or eight percent of the hours worked by an employee in a leave year, subject to a maximum of four working weeks.
Employees covered by two or more of these calculations are entitled to use whichever calculation results in a greater amount of annual leave. As for sick leave, there is no specific right under Irish employment law for employees to be paid. It’s at the discretion of the employer to decide company policy on sick pay and sick leave, subject to the employee’s employment contract terms.
Female employees are entitled to 26 weeks of maternity leave and 16 weeks of additional unpaid maternity leave to start immediately after the former ends. Two weeks leave must be taken before the due date and four weeks after. The remaining weeks can be divided as the employee chooses. Employees who qualify for Maternity Benefit must take at least two weeks and no more than 16 weeks must be taken before the baby is due.
It’s worth noting however that employers are not obliged to pay women on maternity leave – such payment is dependent on the employee’s contract terms. Female workers who have enough PRSI contributions may qualify for Maternity Benefit from the Irish Government’s Department of Social Protection. As for paternity leave, new dads are entitled to paid paternity leave within the first six months following birth or adoption. Again, employers are not obliged to pay employees during paternity leave but may be get paternity benefit from the state.
Ireland has no specific rules or requirements surrounding the use of probationary periods.
Many employers do put a probationary period in place and if so, the terms must be included in the employment contract, including the length of the probationary period.
Typically, a probationary period is for six months. These can be extended but cannot exceed 11 months in total. As for notice periods, these depend on the employee’s length of service. At the bottom end its one week for between 13 weeks to 2 years of service, while at the top end, 15 years and beyond, 8 weeks’ notice is required. With redundancies, staff are entitled to two weeks’ statutory redundancy payment for every year of service, plus a bonus week. A week’s payment is subject to a maximum ceiling – called a statutory ceiling – which currently stands at €600 per week. All statutory redundancy payments are tax-free.
With tax, bosses are legally obliged to inform employees of any pension arrangements or personal retirement savings account (PRSA) schemes provided by the company. Workers are legally entitled access to a PRSA where there is no pension scheme in place. Employees’ and employers’ social insurance contributions are paid into the Social Insurance Fund, known as PRSI (Pay Related Social Insurance). The social insurance schemes are financed by this Fund, which is administered by the Department of Social Protection.
Social insurance rate contributions are: 4.0% from the employee if they earn more than 352€ per week; 8.5% from the employer on incomes up to €356 per week or
10.75% on all earnings where weekly income is in excess of €356.n There is no ceiling cap
The Universal Social Charge (USC) is a tax that must be paid if an employee’s gross income is more than €12,012 per year, subject to certain exemptions. As of 2016, the rates are: 1% for income of up to €12,012; 3% for income between €12,012.01 and €18,668; 5.5% for income between €18,668.00 to €70,044.00; and 8% for income above €70,044.01.
The PSRI and USC charges cover employees for various Social Welfare Benefits, State Old Age Pension, and Medical Benefits. If an employee qualifies for Statutory Maternity Pay (SMP), it is paid for a maximum of 39 weeks. SMP can be paid: for the first 6 weeks at 90% of the employee’s average gross weekly earnings with no upper limit; for the remaining 33 weeks at the lower of either the standard rate of €136.78, or 90% of the employee’s average gross weekly earnings.
Employees pay Pay-As-You-Earn (PAYE) taxes based on their income, less certain allowances. Employees pay progressive income tax in Ireland. The top rate is approximately 40 percent and applies to income earned over €33,800.
Agents of BRADFORD JACOBS are totally on the ball to make your Irish expansion processes painless and easy. We can help you hire your candidate of choice, handle HR matters and payroll, and ensure that you’re in compliance with local laws – all without the expense of setting up a branch office or subsidiary. Our Irish agents and our worldwide Employer of Record Platform is designed to provides you with piece of mind, allowing you to concentrate on running your business.
With BRADFORD JACOBS’ in-country legal experts and our experienced and trained staff, we can guide you smoothly through the many of complex laws and regulations of hiring staff in Ireland. When negotiating terms of an employment contract and sending a job offer letter to an employee in Ireland, it is a legal requirement to put a strong employment contract in place, in Irish as well as English, which sets out the terms of the employee’s compensation, benefits, and termination requirements. An offer letter and employment contract in Ireland should always state the salary and any compensation amounts in Euro rather than a foreign currency.
Here’s some hugely attractive reasons you should use Bradford Jacobs’ Professional Employment Outsourcing (PEO) services in Ireland:
- You have a contractor overseas and you want to take them on full-time as a company employee.
- As they’re a contractor, your company is currently in a non-compliant relationship with them.
- Your company wants to invest in these resources and show your commitment to them by offering then full-time work under your company banner.
- The contractors are asking for the improved status afforded by full-time employment.
- You’re seeking cost-effective solutions in upgrading contractors to employee.
- Legal complications need to be avoided when converting contractors to employees.
- Avoid the costs and risk of maintaining a foreign corporate entity. You see that the compliance and financial perspective as it stands is too high in terms of investment and just does not tie-in with your long term goals.
- It needs to be done quickly. You’d like to hire today, but are in need of an interim solution while setting up your foreign entity.
Well, our single answer to all of these dilemmas is – no problem!
For companies wishing to hire employees in Ireland, our expert advisors can walk you through the nuances of employment and hiring in Ireland – and indeed in every other European state. Within just 24 hours following your initial call to us, BRADFORD JACOBS will send you a customized proposal to match your exact specifications and requirements. You can have your employees up and running within a few days of the paperwork being signed and sealed.
Remember, whether foreign national expatriates or local national hires, BRADFORD JACOBS can assist with Irish business visas, work permits, local payroll, taxes, and general employment support. Our services will drastically decrease your time to market, fully compliant and without the hassles and headaches.
If you’re considering engaging a PEO, we suggest you first check out what BRADFORD JACOBS Consulting can offer…
How it works
Our aim as the Employer of Record for your international employees is to provide specific payroll, HR and ‘in-country’ compliance services.
In the first instance, BRADFORD JACOBS professionals will consult with you to understand your specific requirements and timeframes and assess the best model to provide our services. As these are co-employer and employee arrangements, there will be some important conditions for you to consider so that the PEO model remains accurate, timely and – most importantly – compliant with the rules and regulations governing staff employment in a specific country.
The most important thing we do is protect our clients and their workforce – which makes BRADFORD JACOBS the reliable partner you would want to work with.
PEO in Ireland
BRADFORD JACOBS Consulting provides employer of record services for clients that want to hire employees and run payroll without first establishing a branch office or subsidiary say, as an example, in Ireland. Your candidate is hired via BRADFORD JACOBS agencies in Ireland in accordance with local labor laws and can be set up within a few days. One of our experts is assigned to work with your team, representing your company exactly as if he or she were your employee and working to meet your requirements in that country.
Our PEO service enables clients to run payroll in Ireland while HR services, tax, and compliance management matters are lifted from their shoulders onto ours. As global PEO professionals, we manage employment contract best practices, as well as severance issues and even termination if required. We also keep you up to date of any changes to local employment laws in Ireland.
Establishing a branch office or subsidiary in Ireland to engage a small team is time consuming, expensive and complex. Irish labor law has strong worker protections, requiring great attention to detail and an understanding of local best practices. Our global partners make it problem-free and an easy exercise to expand into Ireland. We can help you hire your candidate of choice, handle HR matters and payroll, and ensure that you’re in compliance with local laws – all without the burden of setting up a Irish branch office or subsidiary outfit.
Features and Benefits
- Solutions available for all nationals.
- Employment and business support provided by local professional partners.
- Contractors benefit from the highest legitimate retention through the use of tax and social security treaties, expatriate tax regimes, pension schemes, double taxation agreements and tax claimable expenses.
- Value for money and flexible fees – inclusive of Irish tax return and expenses claims. These are charged only when the contractor is starts working. If contactors wish to use their own accountants to file income tax returns, we pay their accountants’ fees up to the amount charged by our own accountant.
- EUR 5,000,000 cover for employers’ and business liabilities.
- Single point of contact, so contractors can focus on their job.
- Extensive expertise in Irish tax and social security issues.
For the Employer
- Fast international employee engagement solution.
- Controls operating budgets as all employer costs are provided at the outset to ensure full transparency.
- Time efficient with minimal paperwork required compared to the red tape often encountered when setting up your corporate entity.
- Professional assistance with employment and compliance matters.
- Reduced legal and accounting costs.
- All statutory professional insurances are provided as part of the BRADFORD JACOBS service.
For the Employee
- Compliant local employment contract.
- Payroll on-time and 100 percent accurate.
- Professional HR assistance with employment related enquiries.
- Up-to-date information on tax regulations and compliance.
Contract of Employment
- Each worker is issued with a comprehensive contract of employment in dual language – in this example case, Irish and English.
- An overview of the statutory provisions in Ireland will be made available to you prior to contract offer. BRADFORD JACOBS will appraise you of all the salient in-territory HR rules to ensure you have a thorough understanding of Irish laws and protocols.
- In conjunction with in-country expert advisors, BRADFORD JACOBS will recommend where these provisions can easily be enhanced enabling you to provide a fully competitive salary and benefits package for all your employees.
- Salary, commissions/bonuses and all benefits are agreed with the ‘workside’ employer and are contractually included.
- Fully managed service to assist with routine HR tasks such as absence management and expense processing.
- Guidance on in-territory compliance requirements – such as any legal obligation to record time and overtime provisions.
- Ad-hoc support available around the clock to support you when you need it most in the event of any disciplinary, grievance or other HR matters requiring urgent attention.
- Regular updates provided and advice available to ensure that you are made aware of not only significant changes to existing laws but also to ensure ongoing compliance with all aspects of Irish employment law.
- BRADFORD JACOBS will bring any issues to your early attention and, where appropriate, work with you to ensure internal policies and handbooks are updated accordingly.
- Accident insurance covering occupational accidents, commuting accidents, and occupational diseases as required by Irish law is provided as standard.
Payroll & Settlement
- Fully compliant international payroll funding process ensuring that employees and competent authorities are paid on time, electronically into the relevant bank accounts
- Statutory filing, submissions and end of year reporting completed as standard.
- Liability payments made in line with local territory requirements to the respective competent authorities well in advance of deadlines.
- Staff payments made to employees on a fixed weekly/bi-weekly/or monthly basis as required in local currency.
- Electronic pay slips provided to employees.
- We hope that you enjoy a long and mutually beneficial relationship with all your employees. If your employee decides to move on, however, you can rest assured that all leaving documentation required by him or her will be issued efficiently. According to the labor law of Ireland, your employees will be at risk of having their work permit revoked if they (i) do not perform the works for which they are employed and (ii) lose vital qualifications that are required to execute the job.
- Our BRADFORD JACOBS’ employment solutions helps you have your mobile workforce officially employed in Ireland by our company instead of setting up your own legal entity there. You just choose the right candidate that you need to have working for you in Ireland and then leave it to us to handle all the rest – fast and hassle-free.
Once the contractor registers with us, we take care of all work-related permits and registration formalities. He or she sends us completed timesheets and any approved expenses. We invoice the end client. When the invoice is settled, we deduct all contributions due to the Irish authorities and transfer the remaining salary into the contractor’s bank of choice.
Finally, at the end of the financial year, we prepare the year-end accounts and, at the end of the assignment, we de-register the contractor.
We appreciate each situation and business is different. That is why BRADFORD JACOBS offers a consultative and bespoke solution to every client. Personalized job specifications, job offers and benefits packages are all agreed with you during the set-up process. We know one size does not fit all and rest assured we can accommodate all bespoke requirements.
Sounds good? Then do contact us to arrange an initial consultation with our team.