Ireland Employer of Record Services
Statutory Leave in Ireland
Employer of Record Services Ireland
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Annual Leave in Ireland
According to Part III of the Organisation of Working Time Act, 1997, the Employee is entitled to 20 working days of vacation per year. The entire statutory entitlement must be used up within the given calendar year.
For Employees who work part-time hours and for those who join during the year, the aforementioned holiday entitlement is prorated. Unless otherwise specified in a written agreement, a group of more than 10 working days (two calendar weeks) cannot be taken at once.
Holiday reservations must be made by employees at least two weeks before the start of the desired vacation.
The Organization of Working Time Act, 1997’s Part III rules control the right to leave for public holidays.
Maternity Leave in Ireland
Employees have entitlement to 26 weeks of maternity leave. Additionally, you are allowed to take an additional 16 weeks of maternity leave.
You are permitted to take this time off from your full-time, temporary, or part-time job. It makes no difference how long you’ve been an employee of your employer.
Before your child is due and for at least 4 weeks after birth, you must take at least 2 weeks of maternity leave.
You are eligible for Maternity Benefit (including self-employed) during the 26 weeks of standard maternity leave if you have made enough social insurance (PRSI) contributions. Additional maternity leave is not covered by the Maternity Benefit.
Paternity Leave in Ireland
New fathers (and same sex partners not taking maternity leave) receive two weeks off work during paternity leave. If you work for yourself or are hired, you are allowed to take time off. You can begin your leave at any point within the first six months following the birth of the child. When a child is adopted, paternity leave is also an option.
Fathers typically take paternity leave. Same-sex couples are also eligible for paternity leave.
While your company is not required to pay you while you are on paternity leave, you might be eligible for paternity benefits.
Sick Pay in Ireland
Until 2023, there was no legal right for a company to pay employees while they are on sick leave. This was changed from 1 January 2023 with the introduction of the Sick Leave Act (2022).
Under the Sick Leave Act (2022), employees in Ireland are now entitled to statutory sick pay (SSP) when certified as being unfit for work. Employers may choose to offer a more generous policy, but must offer the statutory pay as a minimum.
The rate of SSP is 70% of the average weekly wage up to a maximum of €110 per day.
Since its introduction on 1 January 2023, the Irish government have introduced a phased plan for the number of paid sick days an employee is entitled to each calendar year.
- 3 days (2023)
- 5 days (2024)
- 7 days (2025)
- 10 days (2026)
An employee must have worked for 13 continuous weeks with their employer to qualify for statutory sick pay.
For leave that exceeds the annual statutory entitlement, employees with sufficient PRSI (social insurance) contributions can apply for Illness Benefit from the Department of Social Protection (DSP).
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We have extensive experience helping businesses expand their workforce in Ireland from anywhere in the world. Take a look at our areas of expertise to find out more:
Learn more about how you can attract and retain staff in Ireland with both statutory and enhanced employee benefits
Unsure what’s required when employing staff in Ireland? Find out about Irish Work Permits and Visas here
We provide a fully-managed EOR Service in Ireland, including HR, Payroll and Legal Compliance support
Without Agility EOR, our ability to move quickly and scale would be extremely limited. Superb work from A to Z.
Frequently Asked Questions
Payrolling the employees is a key part of the service offered by an employer of record company. The EOR will calculate and remit all taxes, social securities and similar payments, on behalf of both employer and employee. The client will be invoiced in advance by the EOR company, for the total cost of the payroll.
Yes. Our clients are free to dictate the structure of the employees’ remuneration including any bonuses or commissions they wish to offer. In some countries, there is a statutory requirement to provide “bonuses”, for example in the form of Christmas or holiday allowances.
Yes. Agility EOR will calculate what pay is due upon termination of an employee, factoring in such things as any untaken leave entitlements.
We find that most of our clients are in the Tech, IT, Finance and Professional Services industries. However, we have acquired the skills, knowledge and experience to help all industries across the globe.
As a private company, we’re not beholden to shareholders or asset-shredding Private Equity targets. We aim to build long-term relationships with our clients. At Agility EOR, our approach is that we never forget that our business is all about people. Our Employer of Record solutions are tailored to each requirement, not a one-size-fits-all tech platform. We do the right thing by our clients and by the laws of each country we operate in. And we believe in openness; if we don’t feel we can offer you the best solution for a specific territory, we’ll say so.
We pride ourselves on our personable-approach so once you enter your new employees details into our dedicated platform, we’ll arrange a call with you to go through the details of the employment contract where together we can review and amend to your requirements. We liaise directly with your employee to build a rapport and obtain the necessary information to hire them compliantly, and set them up ready for their first payroll.
We never stop delivering! Even if you’re employee has been onboarded and is happily working for you and being paid each month, we’re here to partner with you whenever you or your employees need us. Even your ex-employees may need our assistance for tax documents, proof of employment requests etc… Our service never stops!