Ireland, Irish Éire, is a country of western Europe occupying five-sixths of the westernmost major island of the British Isles. The country ranks among the top 10 wealthiest countries in the world in terms of GDP per capita and ranks highly in human development, freedom of the press, economic freedom, and civil liberties. Ireland ranks well in most indicators for quality of life, particularly in relation to the ability to make ends meet, sense of purpose in life, and optimism. Overall, there has been an increase in life satisfaction among its citizens since 2011.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Ireland.
Euro (€, EUR)
Langues parlées :
Nombre d'habitants :
4.99 million (2020 est.)
Salaire minimum :
Index du coût de la vie :
$$$ (16 of 139 nations)
Payroll Frequency :
Taux normal de la TVA :
Croissance réelle du PIB :
13.7% (2021 est.)
The approximate time for sharing the contract with an employee in Ireland is only 4 business days assuming no special requests or changes to our standard employment contract.
Our team ensures compliance with local employment legislation, as well as a quick and efficient onboarding process. The minimum onboarding time begins from the moment that WorkMotion has received all required information from both the client and the employee.
For more complex onboardings, this time may increase depending on the selected bouquet of contract inclusions and the right-to-work status of the employee.
The maximum number of hours that an adult employee can work in an average working week is 48 hours. During the workday, employees must receive 15 minutes for every four and a half hours they work, or 30 minutes for every six hours.
There is no legal right to pay for working extra hours and there are no statutory levels of overtime pay.
Employees should check their contract of employment for:
There is no statutory minimum for the probation period, but it cannot exceed one year.
The statutory minimum for termination notice period by employers depend on employment duration:
|Duration of Employment (Continuous)||Minimum Termination Notice|
|13 weeks to less than 2 years||1 week|
|2 years or more but less than 5 years||2 weeks|
|5 years or more but less than 10 years||4 weeks|
|10 years or more but less than 15 years||6 weeks|
|15 years or more||8 weeks|
The statutory maximum duration of annual leave is four weeks. However, the actual annual leave entitlement depends on how much time an employee has worked in a leave year.
There is currently no statutory paid sick leave. But the government introduced a new statutory sick pay scheme expected to be effective in early 2022. The plan is phased in over a four-year period, introducing annual paid sick leave for up to three days in 2022, five days in 2023, seven days in 2024, and 10 days in 2025.
Parents can take up to 26 weeks of unpaid parental leave for each eligible child before their 12th birthday. Adoptive parents adopting children between 10 and 12 years old are entitled to up to two years of parental leave after the date of the adoption order.
A pregnant employee is entitled to 26 weeks paid maternity leave, and 16 weeks unpaid maternity leave immediately taken after the initial 26 weeks. Of the maternity leave, at least two weeks before and four weeks after the expected due date must be taken by the employee.
Paternity leave gives new parents two weeks of paid time off work, starting at any time in the first six months after the birth’s birth. It is also available to adopters; sex-same couples; the spouse, civil partner, cohabitant of the mother of the child; or the parent of a donor-conceived child.
Adoptive leave provides 24 weeks of paid leave from work to one parent of the adopting couple or a parent who is adopting alone.
Parent’s leave entitles each parent to five weeks’ leave during the first two years of a child’s life, or in the case of adoption, within two years of the placement of the child with the family.
The maximum amount of leave is three days in any 12-month period or five days in a 36-month period.
An employee or an apprentice who is called for jury service be given time off to attend the court.
Entitlement to health services is primarily based on residency and means, rather than on the payment of tax or PRSI. Any person regardless of nationality, who is accepted by the Health Service Executive (HSE) as being ordinarily resident in Ireland has eligibility for health services. A person is ordinarily resident if they have been living in Ireland for at least a year or intend to live there for at least one year.
The Occupational Injuries Scheme provides benefits for people injured or incapacitated by an accident at work or while traveling directly to or from work. The scheme also covers people who have contracted a disease as a result of the type of work they do.
Jobseeker’s Benefit (JB) is a weekly payment from the Department of Social Protection (DSP) to people who are out of work at least four days out of the 7-day social welfare employment week.
The retirement age in Ireland is 66 years old.
The State Pension (Contributory) is paid to people from the age of 66 who have enough Pay Related Social Insurance (PRSI) contributions. Beneficiaries need to have 520 full-rate PRSI contributions (10 years’ contributions) to qualify. Only 260 of the 520 contributions can be voluntary contributions. There is no legal obligation on employers to provide occupational pension schemes for employees
If an employee cannot work because they are sick or injured, and they have enough Pay Related Social Insurance (PRSI) contributions, they can apply to the Department of Social Protection (DSP) for an Illness Benefit.
When an employee is told to self-isolate by a doctor or has been diagnosed with COVID-19, they can apply for a COVID-19 enhanced Illness Benefit payment of €350 per week till June 2022.
The information contained in this Country Guide is provided for informational purposes only and should not be construed as legal advice on any subject matter. The contents of this Country Guide contain general information and may not reflect current legal developments or address your situation. You should not act or refrain from acting on the basis of any content included in this Country Guide without seeking the advice or representation of a licensed attorney. WorkMotion Software GmbH disclaims all liability for actions you take or fail to take based on any content included in this Country Guide.
Information provided in this Country Guide is provided “as is” without warranty of any kind, either express or implied, including without limitation warranties of merchantability, fitness for a particular purpose, or non-infringement. WorkMotion Software GmbH periodically adds, changes, improves, updates, or removes information without notice, and assumes no liability or responsibility for any errors or omissions in the contents of this Country Guide. This Country Guide may contain links to other websites. WorkMotion Software GmbH disclaims all liability for the privacy practices or the content of such websites.