Employer of Record (EOR) in Ireland

Hire in Ireland in days, with no entity and no exposure to getting PAYE, PRSI, or employment statutes wrong. We place you with vetted EOR partners at pricing you will not get going direct, and stay with you as you grow.

  • Independent advice
  • Vetted partners
  • Operational in days

What an Employer of Record takes off your plate in Ireland

An Employer of Record is a company that legally employs your Irish staff on your behalf. You direct the day-to-day work; the EOR partner is the legal employer on paper. In practice the partner takes on everything that needs Irish legal standing and expertise: a compliant contract with the written terms the law requires, monthly payroll with PAYE, PRSI, and USC withheld and reported to Revenue in real time, statutory benefits, sick pay, and pension auto-enrolment, and compliant onboarding and lawful exits. You get a working team in days. The EOR carries the legal and compliance weight; you carry the commercial relationship.

01

Legal employer, on paper

A compliant Irish employment contract with the written terms the Terms of Employment (Information) Acts require, correct probation and notice clauses, and any sector ERO floors respected.

02

Compliant from day one

Monthly payroll with PAYE, PRSI, and USC withheld and remitted, employer PRSI paid, and every run reported to Revenue in real time.

03

No entity required

Statutory benefits, annual leave, notice and redundancy pay under the Redundancy Payments Acts and the Minimum Notice and Terms of Employment Acts, and lawful onboarding and exits. You get a working team in days; the EOR carries the legal weight.

Your route to a compliant Irish payslip

From first call to a compliant Irish hire at work, usually in days.

01 — Scope & quote

We map the role, salary, and start date, and come back with a clear all-in monthly cost. No guesswork, no hidden extras.

02 — Compliant contract

Your employment contract is drafted to Irish standards by the partner, and we sanity-check the terms and pricing before you sign. Compliant from day one.

03 — Onboard in days

A correct Irish contract is issued with statutory written terms, agreed salary, and compliant probation and notice provisions. Your hire signs and starts within days.

04 — Payroll & compliance run

PAYE, PRSI, and USC calculated and withheld, payslips issued, and submissions made to Revenue on or before every payday, as PAYE modernisation requires.

The real cost of EOR in Ireland

Two parts: the statutory cost of employing someone in Ireland, and the EOR partner’s fee. Predictable rather than low, and transparent before you commit.

Employer social security

Employer PRSI at 11.25% on weekly earnings above EUR 552, 9.0% at or below (rising to 11.40% and 9.15% from October 2026). No employer USC and no 13th-month obligation: one of Western Europe’s lighter employer burdens.

Minimum wage (2026)

EUR 14.15 per hour for workers aged 20 and over from 1 January 2026, on the standard 39-hour week. Employment Regulation Orders set higher floors in some sectors.

Income tax (employee)

PAYE at 20% and 40%, USC, and employee PRSI at 4.20%, all withheld at source from the employee’s gross. Borne by the employee, not added to your cost.

EOR partner fee

A transparent per-employee monthly fee. We benchmark across our vetted network, typically 15 to 25% below going direct, and renegotiate for you at renewal.

Why run your Irish EOR through Bradford Jacobs

We know which EOR partners are genuinely strong in Ireland, by sector and by complexity. We place you with the right one, at pricing you will not get going direct, and stay on your side for the life of the relationship.

Independent, not a single provider

We are independent: we assess what you actually need, place you with the right vetted partner, secure pricing you will not get going direct, and stay on your side to escalate or renegotiate. You get advice, not a product pitch.

  • Independent advice
  • Vetted partners only
  • On your side at renewal

Priced below going direct

In Ireland the statutory employer costs are modest, so the partner fee is where your money goes, and where the negotiating room lives. We benchmark every Irish quote against our network and renegotiate at renewal; the market here is dense enough that providers move.

  • 15-25% below direct
  • Network benchmarking
  • Renegotiated for you

Straight to the top when it matters

When something needs resolving, a disputed RPN, a stalled onboarding, a contract question, you come to us and we escalate directly to decision-makers at the partner. No helpdesk queue between you and the fix.

  • Direct escalation
  • No support queues
  • Named account contact

Two decades across markets

We have placed EOR arrangements through every phase of Ireland’s modern labour market: the PAYE modernisation switch, the sick-pay rollout, auto-enrolment in 2026. Partners that lived those transitions do not get surprised by the next one.

  • EOR specialists
  • Revenue & WRC compliance
  • Vetted partner network
  • Transparent pricing

Built for conversion to your own entity

Most companies run Irish EOR for 12 to 24 months, then form their own LTD once headcount justifies it. We plan that crossover from day one and manage the switch, contracts, payroll, and Revenue registrations, without your team feeling the seam.

  • EOR to entity path
  • Transition managed
  • Crossover planning

Skip the CRO queue: hire while others incorporate

Two things slow foreign employers down in Ireland: the time to incorporate and register with Revenue, and the fear of getting PAYE and employment statutes wrong. An EOR removes both: a compliant contract is issued and your hire starts in days. You prove the market first and incorporate later, if the numbers justify it.

Working time, leave & contracts

Compliance handled end to end. Irish employment law sits across a dozen statutes enforced by the WRC; your EOR partner applies them correctly so you never meet an adjudication officer.

Operational in days, not weeks

Incorporating in Ireland takes weeks once CRO filing, banking, and Revenue registrations are done, and you cannot legally employ anyone until it is complete. An EOR hire starts in days.

Everything your Irish hire needs, included

One transparent monthly fee per employee covers all of this. No hidden extras.

Compliant Ireland contract

A compliant Irish employment contract with all statutory written terms, issued and maintained for you.

Payroll, PRSI & USC

Monthly payroll run, with PAYE, PRSI, and USC calculated, withheld, and reported to Revenue in real time.

Statutory benefits

All statutory benefits administered: four weeks’ annual leave, ten public holidays, statutory sick pay, and pension auto-enrolment.

Compliance & support

Ongoing HR compliance and a single point of contact, for the life of the engagement.

EOR in Ireland, asked and answered

Straight answers on how Employer of Record works in Ireland.

Is my hire employed by Bradford Jacobs or by me?

Legally, your hire is employed by the Irish EOR partner we place you with, which is what keeps you compliant without an entity. Day to day they work for you: you set the work, the goals, the relationship. You get the team; the partner carries the legal employer obligations.

Usually within days once the role and salary are agreed, with a compliant Irish contract from day one. Compare that to the weeks an incorporation takes, during which you cannot legally employ anyone.

Predictable, and lower than many assume. Employer PRSI is 11.25% on weekly earnings above EUR 552 (9.0% at or below, stepping up slightly from October 2026), with pension auto-enrolment contributions on top for eligible staff. Add the transparent EOR partner fee and you have your all-in cost.

Yes, when done properly. The EOR is a real Irish legal employer meeting all employment-statute, PAYE, PRSI, and USC obligations, visible to Revenue in real time. The risk is using an under-resourced partner, which is exactly why we place you with vetted partners and stay on your side.

The compliant contract, monthly payroll (PAYE, PRSI, and USC withholding), employer contributions, statutory benefits and leave administration, and ongoing HR compliance. We give you one all-in monthly figure up front, with no hidden extras.

Yes, and most companies do once the headcount and permanence justify it. We manage the transition from EOR to your own Irish company, and can support the incorporation itself. Most use EOR for 12 to 24 months first.

Ready to hire in Dublin, Cork, or anywhere between?

Tell us the role and we will come back with a compliant, all-in monthly cost and the right partner, usually within a day. No entity, no lock-in, no pitch, just the fastest compliant way to get your person working in Ireland.

Tax and labour data verified July 2026 (Revenue, WRC, Budget 2026 coverage). Figures change; we confirm current rates before you commit.