Dublin, Ireland Trinity College
Europe

Benefits & Statuatory Leave in Ireland

Learn how statutory benefits, annual leave, sickleave, parental leave, and public holidays work in Ireland, plus how anEmployer of Record Ireland administers benefits for your team.

EOR RESOURCES

Benefits and Leave

Employee benefits in Ireland combine statutory entitlements, social insurance, and market-standard perks that help you stay compliant and competitive when hiring. Understanding how employee benefits in Ireland work for annual leave, sick pay, parental entitlements, and public holidays makes it easier to build a benefits package, whether you hire directly or through an Employer of Record in Ireland.

Mandatory statutory benefits in Ireland

Irish law requires employers to apply certain statutory benefits and protections to employees as the foundation of any employee benefits strategy in Ireland. Through payroll, employers must operate Pay Related Social Insurance (PRSI) on top of salary, while employees pay income tax, Universal Social Charge (USC), and their own PRSI contributions, with auto-enrollment pension contributions for eligible employees added from 2026. These contributions help fund state benefits such as Illness Benefit and parental supports for eligible employees.

Employers must also give employees access to a Personal Retirement Savings Account (PRSA) or, from 2026, the State auto-enrollment pension so they have a way to save for retirement, even if the employer does not contribute. As outlined on the Employer of Record in Ireland country page, statutory rights and benefits flow from Irish employment law, not from the chosen hiring model, and they apply to employees engaged via an EOR as well as those hired directly.

Annual leave and public holidays

Under the Organisation of Working Time Act, most full-time employees are entitled to a minimum of four working weeks of paid annual leave per leave year, typically at least 20 days, with part-time entitlements calculated on a pro‑rata basis. Employer-focused guidance, such as this annual leave entitlement guide, explains how to apply these rules based on hours worked and service.

Public holidays come in addition to annual leave. Eligible employees are entitled to a paid day off on each statutory public holiday or, if they work that day, one of several alternatives, such as an extra day’s pay or a paid day off at another time. Official overviews of Irish public holidays set out the current holiday list and the options employers can lawfully use.

Sick leave and illness benefits

Statutory sick leave gives eligible employees the right to paid time off work for a limited number of days each year, provided they meet service requirements and supply a medical certificate. The number of days and the percentage of normal pay covered are set by legislation and have been phased in over time, so employers must keep policies and payroll rules up to date.

Once statutory sick leave is exhausted, employees with sufficient PRSI contributions may qualify for Illness Benefit from the Department of Social Protection. Employers therefore need clear absence procedures covering notification, certification, and how company sick pay (if offered) interacts with statutory sick leave and state benefits.

Parental, maternity, paternity, and related leave

Ireland offers a range of family‑related leaves that give parents time away from work around birth, adoption, and ongoing care. Maternity leave allows a period of compulsory leave after birth, along with additional paid and unpaid weeks, with state Maternity Benefit available for those who meet PRSI conditions. Paternity leave provides a shorter period of leave for the other parent, usually taken within a defined window after birth or placement.

Parental leave gives parents extra flexibility to care for children up to a certain age, with some of this time unpaid and some supported by state benefits. While on most family-related leaves, employees continue to accrue annual leave and public holidays, and employers must ensure contracts, HR systems, and policies correctly reflect these entitlements and return-to-work rights.

Common supplemental employee benefits in Ireland

Beyond statutory requirements, many employers now design broader employee benefits Ireland packages to attract and retain talent. It is common to see employer pension contributions, private health insurance, life assurance, and income protection, especially for professional and managerial roles.

Other frequent extras include enhanced sick pay schemes, extra paid annual leave beyond the 20‑day baseline, wellbeing or mental‑health support, dental cover, and learning or professional development budgets. These offerings are not mandated by law, but they are increasingly expected in competitive sectors and can be tailored to each organization’s size, budget, and culture.

How benefits and leave are administered under an EOR in Ireland

When you use an Employer of Record model, the EOR becomes the legal employer in Ireland and is responsible for applying statutory benefits and leave correctly. The EOR tracks and administers annual leave, public holidays, statutory sick leave, and family‑related leave; runs PRSI, auto-enrollment pension contributions where required, and other payroll deductions; and issues compliant documentation when employees take or return from leave.

Supplemental benefits can also be delivered through an EOR in Ireland as part of your overall employee benefits in Ireland plan, and you will need to factor these choices into your Employer of Record pricing and Irish employer taxes. You decide which additional benefits to offer—such as private health insurance, pension contributions, or extra annual leave—and the EOR builds these into local contracts, enrollment processes, and monthly payroll. This ensures employees receive a coherent benefits package while your internal team avoids building its own Irish benefits and HR administration capabilities from scratch.

Logo with a lowercase letter 'a' inside a red location pin shape casting a shadow.

Agility EOR is far more than just a service provider. We’re flexible, innovative and focused on outstanding client service. Supporting you every step of the way – and valuing your people as the cornerstone of success.

FAQs

If you don’t find the answers you need in our FAQ, please reach out directly; Agility’s friendly specialists are always available to help and ensure you feel confident in your decisions. Contact Agility anytime at hello@agilityeor.com or call +44 207 863 2969, and experience the difference of a truly service-led EOR partner.

How much annual leave are employees entitled to in Ireland?

Most full-time employees are entitled to at least four working weeks (usually 20 days) of paid annual leave per year, calculated under the Organisation of Working Time Act, with part-time entitlements pro‑rated to hours worked.

Do employees get paid for public holidays?

Yes. Eligible employees are entitled to a paid day off on each statutory public holiday or, if they work on the day, a choice between an alternative paid day off, an extra day of annual leave, or an additional day’s pay, depending on your policy and operational needs.

How does statutory sick leave work in Ireland?

Employees who meet minimum service and certification requirements can receive statutory sick pay from their employer for a set number of days each year at a defined percentage of normal pay, after which state Illness Benefit may apply if PRSI conditions are met.

Are employees hired via an EOR entitled to the same benefits and leave?

Yes. Employees engaged through an Irish EOR arrangement are covered by the same statutory benefits and leave rights as direct hires, including annual leave, public holidays, statutory sick leave, and family-related leave, because those rights derive from Irish law.

Can supplemental benefits be offered through an EOR?

In most cases, yes. You can agree on additional benefits such as private health insurance, pension contributions, or extra annual leave, and your EOR partner in Ireland will incorporate these into local contracts, benefits enrollment, and payroll so employees receive a well-structured package.