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Ireland PEO & Employer of Record

Expand your business into Ireland with or without having an Irish entity

Ireland is one of the world’s major destinations for foreign investment, and its advanced, diverse economy makes it an excellent place to do business. However, If you are planning an expansion into Ireland, you should be prepared for a potentially long process, with complex nationwide and EU-level law giving the country a unique regulatory environment. This can lead to a long expansion process that can take weeks or even months to complete

At Horizons, we provide a full range of outsourcing services to assist businesses with their Ireland expansion. Our employer of record, professional employer organization (PEO), and payroll services give you everything you need to build and expand your business in Ireland, even if you don’t have an in-country entity. Our in-house recruitment team can even find, recruit, and onboard your local workforce, as well as handling all ongoing HR administration.

Horizons provides everything you need to expand into Ireland quickly and effectively while potentially saving you thousands in setup costs.

How Horizons outsourcing can help you expand into Ireland

Horizons enables your business to expand its operations into Ireland, with or without an Irish subsidiary.

Rapid Market Entry

Horizons will enable you to source, hire, and onboard professionals across Ireland in as little as 48 hours.

Cost-Effective Expansion

Our PEO solution can help you benefit from cost savings of up to 85%, without the need to establish an Irish entity.

Payroll Outsourcing

Simplified Ireland salary & payroll processing, including social security payments, tax, and any other required contributions.

Employee Onboarding

Utilize the relevant provision for all types of Irish labor contracts, whether a fixed-term or open-ended contract.

Onsite Legal & HR Team

Full support for Ireland-specific contract renewals, terminations, annual leave management, HR, and strategic guidance.

Ensure Full Compliance

We ensure that employment contracts are fully compliant and adhere to Irish labor laws and best practices.

Hiring in Ireland - Employment Law Overview

📝 Ireland employment contracts

Formal, written employment contracts are legally required for every employee in Ireland. These contracts should include all relevant details of the role, such as compensation, expected duties, and any entitlements and benefits. The contract should be written in English and use the local currency of the Euro. Contracts must also be signed by both the employer and employee.

⏰ Working hours in Ireland

The standard working week in Ireland is 40 hours spread over five days. The maximum is generally 48 hours. Overtime is not legally required, but many employers do choose to offer it.

📅 National holidays in Ireland

1 Jan
New Year’s Day
17 Mar
St. Patrick’s Day
22 Mar
Mothering Sunday
10 Apr
Good Friday
13 Apr
Easter Monday
4 May
May Bank Holiday
1 Jun
June Bank Holiday
21 Jun
Father’s Day
3 Aug
August Bank Holiday
26 Oct
October Bank Holiday
25 Dec
Christmas Day
26 Dec
St. Stephen’s Day
28 Dec
St. Stephen’s Day
29 Dec
Bank Holiday

🏖 Vacation in Ireland

In general, full-time employees in Ireland are entitled to four weeks (20 days) of paid vacation leave every year. This can vary in some cases, for example, if an employee is part-time or has only worked for part of the year.

😷 Sick leave in Ireland

There is no standard requirement for employees in Ireland to receive paid sick leave. However, many employers do choose to offer an annual allowance, and this should always be laid out in the employment contract.

👶 Maternity and paternity leave in Ireland

Female employees in Ireland are entitled to 26 weeks of maternity leave, with a minimum of two weeks to be taken before the birth and four weeks afterward. This maternity leave is generally paid by the state. Mothers can also choose to take up to 16 additional weeks of unpaid leave.

Parents other than the mother can also take paid parental leave of up to two weeks until the child is six months old.

💰 Employee severance and terminations in Ireland

Employees in Ireland are generally entitled to notice of termination. The mandatory notice period ranges from one week to eight weeks depending on the employee’s length of service.

When an employee is made redundant, they are usually entitled to a severance payment of one week of pay plus two weeks for every year of service with their employer.

🏦 Tax laws in Ireland

Most employees and employers in Ireland need to pay into the country’s social security scheme (PRSI). Contributions are 4% of salary for employees earning over a certain level, and 8.5% to 10.75% from employers depending on income level.

There is also a payment called the Universal Social Charge (USC), which employees must pay at a rate of between 1% and 8% depending on salary.

Income tax in Ireland ranges from 20% to 40%, depending on income level.

Corporate tax in Ireland is usually 12.5%, but alternative rates apply to some different types of businesses and income.

🏥 Health Insurance in Ireland

Ireland has public healthcare, so employers do not need to offer private insurance to employees, although some do choose to.

💳 Ireland compensations & benefits

Compensation laws in Ireland

As of February 2020, the minimum age in Ireland for workers over the age of 18 is €10.10 per hour.

Benefit management in Ireland

Employees in Ireland often expect benefits packages as part of their employment agreements, so you may need to set up a benefits management system when hiring in the country. But setting up and managing a benefits system in Ireland can be complicated, particularly if you are unfamiliar with the country’s unique regulations and procedures.

Horizons can help to significantly simplify this step of your Ireland expansion by providing benefit management outsourcing. Our team can advise you and handle the setup of your benefits scheme, enabling you to focus on expanding your organization in Ireland.

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