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Employer of Record in Ireland

In Ireland, job hiring requires a thorough understanding of in-country specific employment laws and regulations.The employer of record (EoR) model enables your organisation to hire talent anywhere in the world without the hassle of setting up a legal entity. EoR handles time-consuming administrative and HR tasks, including onboarding, employee management, payroll, and benefits. When hiring talent in Ireland, you can save time and effort by using the employer of record services.

Access to local HR and compliance experts is one of the advantages of choosing the employer of record services to hire talent in Ireland. This enables you to quickly scale your workforce or presence in Ireland while ensuring full compliance with country-specific laws and regulations. That’s why it’s more important than ever to partner with a reliable global EoR solution provider like CXC, so you have the full confidence to hire talent quickly and compliantly.

In this guide, we will provide you with all the information you need to hire talent compliantly, including how to leverage employer of record (EoR) services in Ireland, hiring guidelines, recruitment options, setting up payroll in Ireland, and more.

Ireland job hiring

In Ireland, job hiring requires a thorough understanding of in-country specific employment laws and regulations. Companies hiring in Ireland must consider the following hiring guidelines to minimise risk and make informed decisions when building and growing their workforce:

Employment contracts and conditions

As part of the legal requirements in Ireland, employers must provide employees with a written statement of their core terms of employment within the first five days of starting their job. The contract should include essential details such as the employee’s job title, pay, hours of work, and other relevant terms and conditions. Companies hiring in Ireland should also be aware that the standard probationary period should not exceed six months.

Equal opportunity and discrimination

Companies hiring in Ireland must adhere to the principles of equal opportunity and non-discrimination throughout their recruitment process. Equal opportunity in employment law in Ireland is primarily regulated by the Employment Equality Acts 1998-2015. These acts prohibit discrimination in employment on various grounds and ensure that all individuals have equal access to employment opportunities. Employers in Ireland must ensure fair treatment for all candidates and abstain from any form of discrimination based on factors such as race, religion, disability, age, gender, and sexual orientation.

Data protection and privacy

As part of the hiring guidelines in Ireland, employers must comply with the General Data Protection Regulation (GDPR) and the Irish Data Protection Act 2018 when collecting and processing personal data during the entire hiring process. Companies hiring in Ireland must obtain consent from the candidate before processing their data.

Right to work checks

For pre-hire checks, companies hiring in Ireland can conduct right-to-work checks to confirm that the candidate has the legal right to work in Ireland, especially when companies are hiring foreigners residing in Ireland. Employers can request and retain copies of pertinent documents, such as work permits and passports.

Minimum wage and employment rights

Companies hiring in Ireland should be aware of the regulations regarding the minimum wage rate, employment rights, and standards to avoid potential legal and financial risk. This includes information about working hours, annual leave entitlements, and public holiday entitlements. Since 1 January 2024, the national minimum wage is €12.70 per hour. Some people get sub-minimum rates, such as people aged under 20.

  • Aged 20 and above: €12.70
  • Aged 19: €11.43
  • Aged 18: €10.16
  • Aged under 18: €8.89

Employee background checks

When conducting employee background checks in Ireland, particularly for roles involving working with children and vulnerable adults, companies should follow the guidelines provided by the National Vetting Bureau and other relevant legislation.

Understanding hiring guidelines in Ireland is essential when recruiting top talent for your organisation. Working with an experienced global EoR solution provider like CXC can help streamline the hiring process, freeing up your time to focus on more important aspects of your business.

Employee background check in Ireland

Employers can conduct various types of employee background checks in Ireland to gather relevant information on prospective hires. The Data Protection Act 2018, the General Data Protection Regulation (GDPR) and the Criminal Justice (Spent Convictions and Certain Disclosures) Act 2016 govern employee background checks in Ireland. These laws aim to protect an individual’s rights to privacy and personal data protection.

What can employers look for in a background check in Ireland? Here are some permissible checks to evaluate the candidate for your open role:

Criminal record checks

Employers in Ireland can request a criminal record check through the Garda Síochána (the national police service). However, employers must ensure that such checks are proportionate to the role’s requirements and comply with data protection legislation. This check provides information on an individual’s criminal history, including any convictions or pending charges.

Employment history verification

Employers in Ireland can verify a candidate’s employment history by contacting previous employers and confirming the candidate’s date of employment, job titles, and responsibilities.

Education and qualification verification

Employers in Ireland may verify an applicant’s education credentials by reaching out to educational institutions or using professional verification services.

Identity verification

Employers have the right to verify a candidate’s identity, typically by requesting proof of identity documents like a valid passport or driver’s license. Nationals of the European Economic Area (EEA), UK and Switzerland have the right to work in Ireland.

Reference checks

Conducting reference checks is common when hiring employees in Ireland, and it is permissible with the applicant’s consent. Only with the candidate’s consent should one request personal references, which are less common.

There is no explicit regulation regarding social media screening. However, employers in Ireland must consider data protection and privacy laws. In this case, businesses may review publicly available social media profiles of candidates as part of their background checks.

Companies hiring in Ireland must conduct employee background check within the framework of the Data Protection Acts and the General Data Protection Regulation (GDPR). Employers must have a legitimate reason for conducting these background checks, obtain explicit and informed consent from the job applicant, and ensure that the scope of the checks is limited to relevant information.

Recruitment options for hiring staff in Ireland

As you build your team or expand your business, there are several recruitment options available for hiring staff in Ireland. These include direct employment, through the employer of record (EoR) services, or engaging independent contractors. Each option has its own advantages, depending on your business needs and long-term goals.

Let us explore the following recruitment options for selecting and hiring staff in Ireland:

Direct employment

This refers to hiring individuals as full-time employees who work directly for your company. By hiring employees directly, you have more control over their day-to-day activities, training, and career development. It offers stability and the opportunity to build a cohesive team aligned with your company’s goals and values.

Engaging contractors

This refers to hiring individuals as independent contractors for specific projects or tasks on a short-term basis. Contractors are not considered full-time employees, and you have less control over their work schedule. When selecting and hiring staff, it is important to understand the difference between full-time employees and contractors to avoid misclassification.

Employer of Record

This enables you to outsource employment responsibilities and administrative tasks to a third-party or global EoR solutions provider, such as CXC. An EoR acts as the legal employer, taking care of payroll processing, tax compliance, benefits administration, and regulatory adherence on your behalf. It is particularly useful if you want to hire in Ireland quickly or have limited knowledge of local employment laws and regulations. This recruitment option can streamline your hiring process and ensure compliance with local employment laws and regulations.

These recruitment options for hiring staff in Ireland offer different advantages and considerations for your business. Direct employment provides long-term commitment and control over employees; the employer of record option enables compliant and streamlined recruitment, while engaging contractors provides flexibility and specialised skills for shorter-term projects.

As you explore these hiring options, it is highly recommended that you consult legal and HR experts to fully understand the implications and compliance requirements of these recruitment options in Ireland.

Irish language requirements

There are no specific regulations when it comes to language requirements for hiring employees in Ireland. Typically, employers provide information and documents in English. As a rule of thumb, information should be available in a language that employees can understand.

In Ireland, English and Irish (Gaelic) are the official languages. While English is the primary language used in an office or business setup, companies should still consider language qualifications based on the specific requirements of each role and the communication needs within your organisation. 

For job roles that often involve client interaction, fluency in English is typically part of non-negotiable requirements. Meanwhile, in certain regions or industries, knowledge of the Irish (Gaelic) language may also be required or can be an advantage. Being proficient in the Irish language can be beneficial for job roles that involve local community engagement or tourism. This can also be an advantage when it comes to building relationships with Irish-speaking clients or customers. 

To attract the right talent you need in Ireland, it is important to clearly outline the language requirements in the job description. Specify the language requirement or expected level of language proficiency (English, Irish, or both) to ensure transparency and set expectations.

Setting up payroll in Ireland

When it comes to setting up payroll in Ireland, companies must understand the necessary requirements needed and comply with the country’s employment laws. A foreign entity must have a proper payroll registration, subject to business and corporate tax planning considerations. This enables you to engage employees in Ireland compliantly.

In addition, managing payroll in Ireland requires careful attention to taxes. Employers are responsible for deducting the following from employee remuneration:

  • Income tax – up to 40%
  • Social insurance contributions (PRSI) – up to 4% for employee and 11.05% for employer
  • Universal Social Charge – up to 8%

On the other hand, self-employed or independent contractors usually receive gross payments and are responsible for managing their tax obligations. 

In Ireland, salaries are paid either on a weekly or monthly basis, with employers required to pay employees by the last day of the month. There are no provisions in the law regarding 13th salaries.

Running payroll for your new employees in Ireland can be challenging. Any growing business must understand that Ireland has strict employment laws, and failure to adhere to its laws and regulations could lead to hefty fines and litigation.

There are three different ways to set up payroll in Ireland, including:

1. Internal. This is mostly applicable for large companies that have the capacity to build a dedicated in-house team to manage payroll and ensure compliance. They can run payroll out of their local branch.

When you set up your own payroll, here are the steps you need to keep in mind:

  • Register as an employer. To begin the process, your company must be registered as an employer with the Office of Irish Revenue Commissioners to obtain your employer registration number and register with the PAYE (Pay As You Earn) and PRSI (Pay Related Social Insurance) systems.
  • Establish payroll dates. Determine specific payroll dates, such as weekly or monthly paydays, ensuring that employees are compensated on the previous working day when the payment date falls on a weekend.
  • Report payroll information. Report to the Revenue Online System (ROS) in real-time using your payroll software under PAYE Modernisation. This can be done through Direct Payroll Reporting, where the software communicates directly with ROS or ROS Payroll for the submission of reports.

2. Outsourcing. If your company lacks the resources to have a dedicated team to run payroll, you can opt to outsource your payroll to a local company in Ireland. However, you will still be liable if payroll mistakes occur.

3. Employerof record. To set up payroll quickly in Ireland, more and more companies are partnering with a global EOR solution provider like CXC, which offers a comprehensive solution to ensure timely and compliant payroll management.

Managing your own payroll can be a time-consuming process, which can slow down your growth as you scale. To set up payroll in Ireland, you need to allocate a substantial amount of time, as it could take 6 to 9 months.You also must keep in mind the compliance and security risks associated with running payroll in-house.

However, managing payroll does not have to be complicated. A global EOR solution provider like CXC can help you skip these costly expenses and laborious processes. With their expertise, you can quickly and compliantly hire employees in Ireland while ensuring accurate and efficient payroll management.

Streamline your global expansion with CXC

The opportunities for international growth have never been more promising. However, we understand the complexities and challenges that come with expanding your business globally. Setting up operations in a foreign country can be costly and time-consuming. Taking a do-it-yourself approach may expose you to risks, increased costs, and overwhelming time constraints, particularly if your plan is to start small and gradually grow your business in the new market.

That is where CXC comes in. With our expertise and comprehensive solutions, we can help you navigate the intricacies of global expansion with confidence. Contact us today and let us be your strategic partner on your international growth journey.

Compliantly hire workers anywhere with CXC

With our EoR solution, you can engage workers anywhere in the world, without putting your business at risk. No more worrying about local labour laws, tax legislation or payroll customs — we’ve got you covered.

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