Global Payroll Services in Ireland

Already have an Irish entity, or running payroll across several countries? We place you with the right payroll partner and stay involved, so PAYE, PRSI, and Revenue deadlines stop being your problem.

  • Independent advice
  • Vetted partners
  • Multi-country ready

What running payroll in Ireland involves

If you already employ people through your own Irish entity, you stay the legal employer and we arrange the engine room: every payslip correct, every Revenue submission on time, every rate current. Irish payroll runs on real-time reporting: PAYE, PRSI, and USC must be submitted to Revenue on or before every payday, and the figures must match the RPNs Revenue issues for each employee.

01

You stay the employer

You stay the legal employer of your Irish staff. The payroll partner runs the monthly mechanics; you keep the employment relationship.

02

Accurate every cycle

PAYE, PRSI, and USC calculated and withheld correctly, payslips issued, and payday submissions filed with Revenue every run.

03

Multi-country consolidation

Run payroll across several markets under one partner and one process, rather than a different vendor and standard in every country.

How managed Irish payroll works, step by step

From onboarding your employee data to filing and reconciliation.

01 — Scope & onboard

We map your entity, headcount, and the countries you employ in, place the right payroll partner, and set the calendar around Revenue’s deadlines.

02 — Set up calculations

PAYE bands, PRSI classes, USC rates, and statutory benefits configured correctly to current Irish law, including the October 2026 PRSI step-up.

03 — Run monthly payroll

Salaries calculated, PAYE, PRSI, and USC withheld, payslips issued, and employees paid on schedule.

04 — File & reconcile

Payday submissions to Revenue made on or before every payday, with end-of-year statements available to employees through Revenue’s myAccount.

What Irish payroll costs, all in

Your statutory employer costs, plus a payroll partner fee. Ireland’s employer burden is lighter than most of Western Europe, and fully predictable.

Employer PRSI

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, plus auto-enrolment pension contributions for eligible staff.

Minimum wage (2026)

EUR 14.15 per hour from 1 January 2026 on the standard 39-hour week; Employment Regulation Orders set higher floors in some sectors.

Income tax (employee)

PAYE, USC, and employee PRSI, withheld at source. Borne by the employee, not added to your employer cost.

Payroll partner fee

A transparent per-employee or per-payslip fee. We benchmark across our vetted network, typically 15 to 25% below going direct.

Why run your Irish payroll through Bradford Jacobs

One partner, many countries

Many companies make Dublin their first EU payroll, then add markets from there. We consolidate the expansion through vetted partners under one contact, so the standard you set in Ireland travels with you instead of fragmenting.

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

Benchmarked Irish payroll pricing

Irish payroll pricing varies more than the work does: the provider market is crowded and quotes are negotiable. We benchmark yours against our network rates and renegotiate at renewal, typically landing well below direct pricing.

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

The detail Revenue expects you to know

The RPNs, the PRSI class letters, the USC bands, the mid-year rate changes, the payday deadline. We place you with partners who live in this detail, so you do not have to.

  • Direct escalation
  • No support queues
  • Named account contact

20+ years and the local detail

Two decades of payroll through Irish rule changes: USC’s arrival, PAYE modernisation, the 2026 auto-enrolment launch. The partners we place have filed through all of it, which is what keeps a mid-year Budget change from becoming your problem.

  • Two decades of payroll
  • Deadlines & filings
  • Year-end handled

Built to scale across markets

Run Irish payroll alone or as one of twenty countries through the same partner and process. Headcount in Cork counts the same as headcount in Krakow: one contact, one standard, no fragmentation as you add markets.

  • One process everywhere
  • Single point of contact
  • Consistent compliance

The PAYE and PRSI mistakes that quietly cost money

These are the ones that catch foreign employers, and the reason a specialist partner pays for itself.

Tax & deduction rates

Ignoring an updated RPN. Misapplying PRSI classes or the October rate change. Missing a payday submission, where Revenue sees the gap immediately. Each is easy to make alone and expensive at audit.

Filings, deadlines & reporting

Late or mismatched payday submissions to Revenue, where interest and penalties accrue and your compliance record degrades in real time.

What managed payroll covers

One transparent fee covers the full monthly payroll cycle. No hidden extras.

PAYE, PRSI & USC

Compliant Irish payroll processed every cycle, with PAYE, PRSI, and USC correct on every run.

Payroll & filings

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

Statutory benefits

All statutory benefits administered: annual leave, sick pay, parental leave, notice and severance.

Compliance & support

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

Payroll in Ireland: the questions employers ask

Straight answers on running compliant payroll in Ireland.

Do I need an Irish entity to use payroll services?

Yes. Payroll outsourcing assumes you are the legal employer, which usually means you have an Irish entity. If you have no entity and do not want one yet, you need an EOR instead, where the partner is the legal employer. We will confirm which applies to you.

PAYE calculation and real-time submission to Revenue, employer and employee PRSI, USC, statutory benefits and leave, payslips, and the end-of-year reconciliation. You keep the employment relationship; they keep it compliant and on time.

Budget 2026 raised the 2% USC band ceiling to EUR 28,700, set the minimum wage at EUR 14.15 from January, and scheduled a PRSI step-up for 1 October (employee 4.20% to 4.35%, employer 11.25% to 11.40%). Pension auto-enrolment also began in January. A good payroll partner applies each change from the correct date, which is exactly the kind of mid-year detail that catches manual payroll out.

Predictable. Employer PRSI is 11.25% on weekly earnings above EUR 552, 9.0% at or below, rising modestly from October 2026, plus auto-enrolment contributions for eligible staff; the smaller 4.20% social contribution (rising to 4.35% from October 2026) is borne by the employee. Add the transparent payroll partner fee and you have your all-in cost.

Yes, and it is one of the main reasons companies come to us. One point of contact and a consistent process across markets, rather than a separate provider and a different standard in every country.

Yes. When you incorporate and become the legal employer, we move your people from the EOR arrangement onto your own compliant Irish payroll, and manage the handover so nothing is missed.

Hand over the Irish payroll run.

Tell us your entity setup and headcount and we will come back with the right partner and pricing you will not get direct, usually within a day. One process, every country you operate in.

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