Employ in Ireland
without setting up a company.
You have found someone in Ireland and you want them employed properly. We hold the contract through our own Irish company, run the payroll, file to Revenue on every pay date and deal with the HR questions as they arrive. You direct the work. Everything that comes with being an Irish employer sits with us.
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What the service covers
From the employee's first day, Ireland expects a written statement of core terms within five days, PAYE, PRSI and USC deducted correctly, and a payroll submission to Revenue on or before each pay date. We carry all three as your employer of record in Ireland — see our pricing or the Ireland employment guide and stay accountable for them. Your employee gets an onboarding that stands up, a payslip that is right, someone to ask about leave, and a properly handled exit when the role eventually ends.
Your people are employed by us, not by a partner we resell
The contract is with our own Irish company, registered with the CRO. No intermediary sits in between.
One Ireland specialist handles your account rather than a rotating queue.
A fee quoted per employee before you commit, with no entity to incorporate.
HR answers from people whose work is Irish employment and nothing else.
HR support when you are running Ireland from abroad
Most of our customers have no one on the ground in Ireland, so the HR questions land with someone several time zones away who has never read the Organisation of Working Time Act. That is the gap we fill.
- Onboarding and probation reviews
- Annual leave accrual and the ten public holidays
- Statutory sick leave and performance issues
- Promotions, pay reviews and changes to terms
- Redundancy consultation and statutory entitlement
- Notice, final pay and exit paperwork
Ending an employment in Ireland is where cost usually appears. Unfair dismissal protection generally starts at twelve months' service, and a claim goes to the Workplace Relations Commission rather than a court. We will tell you what a proposed exit looks like from that angle before anything is said to the employee.
Getting it right on the day, not afterwards
Ireland gives you no window to correct a payroll before Revenue sees it. The submission has to reach them on or before the day the employee is paid, drawn from the Revenue Payroll Notification that sets each person's credits and cut-off point. Get it wrong and the employee's tax is wrong too, which they notice immediately.
- Payroll processed each cycle
- PAYE, PRSI and USC deducted and submitted
- Bonuses, commission and variable pay
- Expense reimbursement and third-party payments
- Records kept in a form that survives an inspection
What a competitive package looks like here
Statutory entitlement is the floor: four weeks of annual leave, ten public holidays, statutory sick leave and, since January 2026, automatic enrolment into My Future Fund. Above that, what candidates expect varies by sector. Private health cover is close to standard for professional roles in Dublin and less so elsewhere. We will tell you what the role you are filling usually carries.
- Private health insurance
- Pensions, including My Future Fund auto-enrolment
- Life cover and income protection
- Leave above the statutory minimum, and allowances
How the arrangement works
Your chosen candidate signs a contract with our Irish company and is registered with Revenue as our employee.
They report to you. Priorities, objectives and performance are yours to set, as with anyone else on your team.
We pay them, deduct what Revenue requires, and keep the employment side within Irish law as it changes.
Working time and rest breaks, leave that has accrued but not been taken, confidentiality, and restrictive covenants that an Irish court would actually enforce.
Based outside Ireland and hiring here?
Send us the role, the salary and the start date you are working towards. You will get a full cost breakdown back, including employer PRSI at the rate that applies to that salary.