Employer of Record in Ireland Cost: EOR Pricing & Employer Taxes

Employer of Record pricing in Ireland includes salary, statutory contributions, and employer taxes. To understand how these deductions are calculated, see our Ireland employment and payroll guide.

How EOR Pricing Works in Ireland

When you hire through an EOR in Ireland, your total cost per employee combines three elements: gross salary, employer social contributions, and the EOR service fee. You agree the gross salary first, add Irish employer PRSI and any other statutory on-costs, including auto-enrollment pension contributions for eligible employees from 2026, and then layer on the commercial fee the Employer of Record charges for compliant employment, payroll, and HR.

Agility EOR presents these components clearly so you can see Irish gross pay, employer contributions, and service fees at a glance. That makes it easier to budget, compare scenarios, and explain cost differences between Ireland and other markets.

Typical EOR Pricing Models for Ireland

Most EOR providers supporting Ireland use one of three pricing models:

• Fixed monthly fee per employee, on top of actual payroll and employer tax costs.
• Percentage of gross salary, where the fee scales with compensation.
• Tiered or volume-based pricing, where per-employee fees fall as your Irish headcount grows.

Fixed fees support predictable budgeting, while percentage‑based fees can be more expensive for senior hires. Tiered models tend to suit organizations planning to grow their team in Ireland over time. Agility EOR focuses on transparent, upfront pricing so you know exactly what is included in the service fee versus statutory costs owed to the Irish authorities.

Employer Taxes and Statutory Contributions in Ireland

In Ireland, employer on-costs sit on top of gross salary and are driven mainly by Pay Related Social Insurance (PRSI) and, from 2026, employer pension contributions under Ireland’s auto-enrollment scheme for eligible employees. Employers pay PRSI at different rates depending on earnings, with thresholds and percentages set and periodically updated by the Department of Social Protection and Irish Revenue; you can confirm current rates in the official PRSI employer guide on gov.ie.

For planning purposes, many companies assume roughly 10–12 percent in employer PRSI on top of salary, then refine this once final pay and worker profile are confirmed. These contributions fund state benefits and must be reported and remitted through the PAYE real-time payroll system. Employees also pay income tax, Universal Social Charge (USC), and employee PRSI via payroll, which affects the net salary they receive.

Because of this, many organizations work with an Employer of Record in Ireland to model gross-to-net pay before finalizing offers. This helps you stay compliant while remaining competitive in the Irish talent market.

Example Cost Scenarios Using an EOR

Most cost modeling in Ireland starts with the gross annual salary you want to offer and then layers on estimated employer PRSI plus the EOR fee to calculate the fully loaded monthly cost. For a mid-level professional, that means taking the agreed salary, applying the relevant PRSI rate for that income band, and adding the EOR service fee to reach a realistic monthly budget.

In many cases, organizations with a small Irish footprint find that partnering with an Employer of Record in Ireland keeps per-hire costs predictable while avoiding the upfront and recurring overhead of maintaining an Irish legal entity. This approach works well when you are testing the market or hiring a small number of specialists to support local customers.

EOR Costs vs Setting Up an Irish Entity

Choosing between an EOR and your own subsidiary in Ireland usually comes down to headcount, timeframe, and how much internal capacity you have for local compliance. With an EOR in Ireland, you avoid incorporation, local banking, payroll registrations, and in-house HR hiring, paying instead a consolidated service fee that wraps these obligations into one relationship. For organizations exploring direct setup, the Companies Registration Office offers official guidance on registering an Irish company.

Setting up an Irish entity involves one-off legal and advisory spend plus ongoing accounting, payroll, and compliance costs that sit on top of salaries and employer taxes. For larger, long-term teams, these fixed investments can eventually amortize and reduce the cost per employee, but for smaller groups, using an EOR solution in Ireland often remains more cost-effective in both cash and management time. Comparing EOR costs with setting up a local company? Our EOR vs entity vs contractor in Ireland comparison explains the legal and financial differences.

How Agility EOR Approaches Ireland Pricing

Agility EOR’s Ireland solution is built around clear, agreed fees alongside transparent statutory costs. Clients get compliant local contracts, correct application of Irish employment law, and day-to-day HR support instead of juggling multiple local suppliers.

Because Agility EOR already runs payroll and HR infrastructure across Europe, including Ireland, you benefit from economies of scale that are hard to replicate with a standalone entity—especially when hiring a small team. That allows you to focus on growth while Agility handles the details of Irish payroll, benefits, and compliance. If you need more background on Irish hiring and regulations, you can also refer to our Ireland employment guide, which summarizes key rules around terms, notice, leave, and other essentials for employers hiring in Ireland.