N2S provide expert solutions for businesses looking to expand or grow into Ireland, including compliance, payroll management and employment support. Request our Services to find out more about how we can help you.
Navigating Irish employment legislation can be complex due to variations (including collective bargaining agreements) across industries. Employment agencies, like N2S, are legally required to hold a licence to provide employment solutions to customers.
At N2S, we simplify compliance, making it clear and straightforward for our clients and customers to grow and excel in Ireland.
Receive a walkthrough on how to hire and employ in Ireland, please fill out your details.
1. Onboarding in Ireland can be straightforward for providers, like N2S, that have standard templates and processes.
2. Note that employment contracts must be in writing.
1. There are two core engagement types in Ireland:
- Employment – which can permanent or fixed term
- Independent contractor engagements – which should be project or time limited
2. Customers should consider carefully how they wish to engage their workforce and N2S can support customers in implementing compliant and scalable solutions.
1. Customers should ensure that Independent Contractors (ICs) that they use are appropriately vetted and classified. This will help protect the business from misclassification claims.
2. Key considerations include the below, if you require further information or support, please contact us.
- Contractors should be distinct from employees and be in business on their own account
- The following elements should be considered when making a classification determination:
- Control
- Subcontracting
- Equipment
- Financial risk
- Management
- Contracts
- Opportunity for profit
1. Standard working hours in Ireland are 8 hours per day and circa 40 hours per week.
2. The standard workweek is Monday to Friday.
3. There is not a general entitlement to overtime pay, but this is commonly negotiated.
1. In Ireland, employees receive annual leave of up to 20 days per year in addition to 10 days of paid public holidays.
2. Sick pay rules require the employer to pay the 7 days of sickness (increasing to 10 days by 2026), with pay capped at a threshold, currently 110 EUR per day.
3. Maternity leave in Ireland is paid for 26 weeks by the state, and an employee can take a further 16 weeks of unpaid maternity leave.
4. Paternity leave in Ireland is paid for 2 weeks by the state.
5. Parental leave is up to 26 weeks of unpaid leave for each child up to their 12th birthday.
6. Parent’s leave is up to 7 weeks of leave during the first 2 years of a child’s life, paid by the state.
1. The termination process in Ireland is relatively straightforward – terminations must have a “substantial reason” if the employee is over 1 year of service.
2. Notice periods are stipulated in the employment contract (or any collective agreement) and is usually linked to the length of service.
3. The total employer notice period varies according to length of service, starting at 0 notice for under 13 weeks of service, and increasing up to 8 weeks of notice after 15 years of service.
4. There is no general entitlement to severance pay, although it is commonly negotiated.
5. Note that for collective redundancies, German local labour market councils and trade union representatives need to be consulted, and redundancy pay may be applicable after two years of service.
As a minority-owned enterprise, we're pioneers of diversity and inclusion, breaking barriers and rewriting the rules of success.
© 2025 N2S.Global | All Rights Reserved | Data Privacy Policy
