Employ Candidates Compliantly in Ireland

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  1. Overview: Ireland
  2. Global HR Compliance
  3. Global PEO and payroll
  4. Work permit for hiring expats via PEO
  5. Expand without a company set up
  6. Contractor vs. employee: which is better?
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Global HR Compliance in Ireland

If you hire international workforce, or plan to hire, then Hiring and Firing Workforce in Ireland Guide below will help you understand the nuances of labor legislation in the country.

There are two main reasons for companies hiring foreign workforce:

  • Expanding into foreign markets to sell company product or products there. In this case, companies hire sales representatives who would exclusively represent their product in the target market and sell it to their local client base.
  • Hiring the right foreign talent with a unique expertise, often related to IT sphere that cannot be found in the home country or that costs less compared to local specialist with similar skills.

After you have found the right candidate, the question is how to hire and provide compensation to this person so you as a business remain 100% compliant when working with global workforce. Another thing to consider is whether you want to keep the talent long-term and how you can do that.

If you need to hire foreign workforce in Ireland so you can expand there, then our Global Employer of Record solution may be of help. We help you legally hire and reward your foreign workforce by making them employees via a global employment outsourcing service. This is simple as employ your in-house workforce with the only difference that workers can live anywhere in the world and Acumen International would be their legal employer on your behalf. This means we would bear all employment risks, not you. Also, we manage bonuses, vacations, sick leave and can rent the office and a car for your foreign sales representatives if that is what you need.

With our solution, you can test new foreign markets before deciding whether you are going to get established there. You gain flexibility and expand with reduced costs, and easily withdraw from the unattractive countries.

We are experts in global workforce employment in Ireland, and our goal is to become your single provider. Instead of working with numerous local staffing agencies and legal advisors, Acumen International can solve your global business challenges and save you time, costs, and resources.

Our team of English-speaking professionals frees you from working through language nuances. Acumen International works 24/7 and can assist you whenever you need, regardless of time zones. Our goal is to create tailored labor solutions for you that are managed legally and in full compliance with the local employment laws.

With our knowledge and deep understanding of local nuances, you easily satisfy your need for skilled professionals in your global industry. With our qualified local partners, you can trust that your global workforce satisfies all local tax, social security, and immigration requirements in Ireland.

Hiring and Firing Workforce in Ireland Guide

Ireland is often said to be the best place to do business. Compared with most EU countries, Ireland has one of the leading-edge telecoms infrastructure, highly educated labor force and a relatively cheap and stable labor cost. That notwithstanding, there are still some challenges to meet in order to successfully penetrate and do business there. The need for one to grasp and comply with the country’s employment regulatory framework always poses a serious threat to one’s enterprise.

The good news is that there is an alternative way to go about this situation. All you need to do is employ the services of a locally sourced provider who knows the ins and outs of the employment law in Ireland. Global Employer of Record is all you need to do that.

Below are some of the key facts about doing business in Ireland.

Contracts of employment in Ireland are given either on a temporary or fixed-term basis. In any case, an employer is required to provide the employee with a written copy of the basic information of the employment: name and address of both parties, the job title, workplace, wage, terms of leave entitlement, terms of notice, etc. An employer must give the written contract to his new employee within the first 2 months of starting work.

Minimum statutory employment rights

Hour of work
The statutory maximum average hours an employee can work per week is 48 hours. Employees who are under the age of 16 years can only work for no more than 8 hours per week during school sessions and up to 35 hours on holidays. Under 16s who are undertaking an internship have a limited 8 hours to work per day or 40 hours per week. Employees are entitled to no fewer than 11 uninterrupted hours of rest per day and 24 hours uninterrupted hours of rest per week (usually Sundays, unless otherwise stated in the contract).

Probationary period
It is not mandatory to include the terms of an employee’s probation in the contract of employment, even though it is advisable. An employee’s probation can be given to last up to one year period. An employer can end the contract of an employee who is on probation, however, such employee has the right to make claims for an unfair dismissal.

Annual leave
All employees have the right to a paid day off during the national holidays of New Year’s Day, St. Patrick’s Day, Easter Monday, First Monday in May, Last Monday in October, Christmas Day and St. Stephen’s Day. Additionally, an employee is eligible for a statutory minimum of 4 weeks annual vacation if he has worked a minimum of 1,365 hours during the leave year; or one-third of his work week if he has worked no fewer than 117 hours per calendar month; or 8 percent of the accumulative hours he has worked in a leave year, conditional on a maximum of 4 working weeks. Under 16s who are undertaking an internship are entitled to 21 days’ paid leave.

Parental leave
Employers are required to give their pregnant employees a paid time off during their pregnancy and after childbirth for medical care. Pregnant employees are entitled to 26 weeks maternity leave which may not be paid for by the employee. A female employee who has participated in the social insurance program and has accumulated sufficiently through her contributions in the preceding year of her maternity leave is eligible for a maternity pay from the state social welfare, usually paid at the rate of 80 percent of her total earnings. An employee can also request for an extra 16 weeks of unpaid maternity leave. It is obligatory for an employee to notify her employer in writing of her intention to go on a maternity leave at least 4 weeks before the time. Male employees who have new babies by adoption or birth are entitled to 2 weeks paternity leave, which must be taken within 6 weeks of welcoming the baby.

Sick leave
Employers have no legal obligation to provide their sick employees with sick pay, although most employers still make provision for that. Employers who run a sick pay scheme usually include the terms of the payment in an employment contract. More often than not, employers allow for a complete payment of the employee’s wage for the first 3 months of sick absence and 50 percent of his wage thereafter.

There is no statutory provision for overtime payment in Ireland; some employers simply set their own overtime scheme for their employees. In any case, employers are obligated to pay their employees their normal wage during overtime. Employees who work on Sundays or at night are entitled to a pay that is higher than their regular pay.

State minimum salary
Effective on Jan 1, 2017, the minimum hourly wage for adult experienced employees is 9.25 euros. Employees who are over 19 years and do not have up to 2 years of work experience counting from their first employment are entitled to an hourly pay of €8.33; those who are over 18 years and less than one year of experience are entitled to €7.40 per hour; whereas under 18 employees are entitled to €6.48 per hour.

Employment termination
The party intending to end the contract of employment must give the other party substantial notice period before effecting the termination. An employee who has over 13 weeks of continuous employment with a company is obligated to give his employer nothing less than one week notice of termination prior to the D-day. An employer on the other hand must give his employee from 1 to 8 weeks’ notice (depending on the length of service) before terminating the contract. For 13 weeks to 2 years of service, the employee will be entitled to 1 week notice, for 2 to 5 years of service, the employee will be entitled to 2 weeks’ notice, for 5 to 10 years, he will be entitled to a 4-week notice, for 10 to 15, he will be entitled to 6 weeks’ notice and from 15 years and above, he must be given 8 weeks’ notice. An employee who has been given a notice of termination may be expected to work throughout the notice period, or be paid instead. Whatever the case may be, the employee must be paid an amount that is equivalent to his normal pay.

Acumen International can help you fast-track your possibilities of entering and expanding your business in Ireland by providing you with an Employer of Record services. Our unique mix of PEO/EOR solutions will enable you to jumpstart your global operations almost immediately, cost-effectively and compliantly without any requirement to set up a legal entity first or thereafter.

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