Automate payroll in Ireland with Al-powered calculations, local Department of Social Protection (PRSI) handling, and compliant payslips generated in seconds.
Establish credibility and match buyer objections: compliance, local knowledge, pricing clarity, and support.
Local Compliance Without Local Overhead: Ontop automates Ireland tax calculations and Sectoral Employment Order (SEO) requirements so you avoid setting up a local entity. The platform handles Performance Bonus payments, wage floors, and regional tax variation to keep payroll compliant and predictable. Transparent Pricing And Fees: Pricing clearly shows payroll fees, exchange rates, and contractor or EOR plan costs before payment.
Finance teams get predictable statements with no surprise charges. Human Support When It Matters: Live support helps resolve local queries and edge cases. Dedicated onboarding specialists guide tax registration and social security setup so teams move from hire to pay faster. Global Coverage With Ireland Expertise: Ontop supports hiring across 150+ countries while providing Ireland-specific workflows. Proration for Performance Bonus, Sectoral Employment Order (SEO) compliance, and Revenue Commissioners deadline management. Scale globally while keeping local accuracy.
Provide fast facts: minimum wage, pay frequency, bonuses, regional salary ranges. Satisfies informational intent and helps long-tail SEO.
Minimum Wage And Pay Frequency: Ireland's minimum wage is €13.50 EUR/hour (National Minimum Wage 2026) Hourly. With Performance Bonus, annual total reaches the statutory requirements. Many employers pay Discretionary, common in tech and financial services or prorate into Monthly payments. Ontop supports both structures.
Average Salary And Net Take Home: National average salary is ~€49,000 EUR per year, about ~€4,083 EUR per month gross. Ontop displays gross-to-net breakdowns so payroll and offers align with local expectations.
Regional Variation To Budget For: Salaries run higher in Dublin and Cork. Dublin averages €5,000 - €8,000 EUR (~30%% above national). Cork around €3,800 - €5,500 EUR (~10%%). Ontop lets you model regional differences in offers and cost projections.
Performance Bonus: Ireland commonly provides Discretionary, common in tech and financial services. Payroll logic captures proration rules so payslips match local contract terms.
Ireland's wage structure includes Sectoral Employment Order (SEO) that set sectoral minimums. Buyers search "minimum wage by sector," "SEO wages." Captures mid-funnel research intent.
National Statutory Minimum Wage: Ireland's national minimum wage is €13.50 EUR/hour (National Minimum Wage 2026) Hourly. Applies to all workers unless a higher sectoral minimum applies. Revised annually.
Sectoral Employment Order (SEO) Sectoral Minimums: Ireland has multiple active Sectoral Employment Order (SEO) agreements covering specific sectors. These set minimums higher than the statutory minimum depending on industry and role. Sectors include key local industries.
How Sectoral Wage Floors Affect Payroll: If an employee falls under a specific SEO, you must pay the sectoral minimum. Underpaying triggers wage claims, back pay, and penalties. Ontop stores and applies the correct rate based on employee role and sector.
How Ontop Applies Correct Wage Floors: Ontop maintains an updated SEO database and automatically applies the correct minimum wage. During payroll preview, the system displays which agreement applies and confirms compliance. Removes manual compliance risk.
National Average Salary Benchmark: Colombia's national average salary is approximately ~€49,000 EUR per year. Varies by role, experience, and sector. Larger cities run up to 20% higher; rural regions typically align with the statutory minimum.
High-Cost Cities: Dublin and Cork: Dublin offers salaries ~30%% above national average, particularly in tech and finance. Typical range: €5,000 - €8,000 EUR annually for mid-level roles. Cork offers ~10%% premium with strength in innovation and services. Typical range: €3,800 - €5,500 EUR.
Secondary Cities and Regional Variation: Secondary cities generally sit between 5% to 10% above the national average, depending on local industries. Rural regions typically align with or fall below the national average. When budgeting for diverse teams, account for market research to ensure equitable offers.
How Ontop's Cost Calculator Handles Regional Modeling: Input location and role to preview total employer cost. See how regional differences, wage floors, and benefits combine to show true cost of employment by city.
Buyers search "contract types Ireland," "permanent vs fixed-term." Legal structure and misclassification risk are critical for compliance.
Permanent Full-Time Employment (Contract of Employment (Indefinite)): Standard indefinite contract with full statutory protections. Employees get all mandatory benefits (Performance Bonus, Annual Leave, sick leave, maternity leave, Redundancy Payment). Termination requires just cause or economic redundancy with notice and severance payout. Employer Department of Social Protection (PRSI) contributions typically 10.95% employer PRSI (on salaries over €1,650/week)%.
Fixed-Term Contracts (Fixed Term Contract): Limited-duration contracts (typically for a fixed period, renewable). Used for project work, seasonal roles, or temporary needs. Same taxes and benefits as permanent, but with defined end date. Subject to renewal restrictions and SEO rules. Simpler termination but accrued benefits paid in full.
Part-Time Contracts: Reduced hours subject to local statutory limits. Salary and benefits are prorated by hours worked. Department of Social Protection (PRSI) and taxes apply pro-rata. Ontop handles prorated Performance Bonus automatically.
Apprenticeships: Training contracts for students or junior profiles with reduced Department of Social Protection (PRSI) contributions where applicable. Includes structured training and on-the-job learning. Misclassification can trigger reclassification penalties.
Self-Employed / Self-Employed / Contractor: Independent contractor operating own business. No employer obligations, only invoice payments. Contractor handles own Department of Social Protection (PRSI), taxes, invoicing. Critical: if worker appears to be employee (direction, control, exclusivity), you face reclassification and back-pay exposure.
Compliance Differences Between Contract Types: Tax rates, Department of Social Protection (PRSI) contributions, benefits, termination rules, and Redundancy Payment accrual vary by type. Misclassification triggers wage claims, penalties, and reclassification costs.
How Ontop Templates & Payroll Logic Handle Each Type: Ontop provides compliant templates for each type and applies correct payroll logic: permanent benefits, fixed-term accruals, part-time prorations, apprenticeship rates, and Self-Employed / Contractor invoicing. Avoids misclassification risk.
Explain operational flow from onboarding to monthly payments. Reduces friction and clarifies steps.
Onboarding And Registration: Ontop handles registration with Ireland tax authorities (Revenue Commissioners) and Department of Social Protection (PRSI) and collects required IDs. Automation plus human verification reduces setup time and avoids compliance gaps. Typical onboarding: a few business days.
Monthly Payroll Calculation: Gross-to-net includes progressive 20% (up to €44,000) → 40% (above €44,000) + USC + PRSI tax rates, 4% employee PRSI + USC 0.5-8%% Department of Social Protection (PRSI), and Performance Bonus proration. Platform applies region-specific tax bands, SEO rules, and wage floors for accurate payslips.
Contributions And Filings: Employer contributions include Department of Social Protection (PRSI) (4% employee PRSI + USC 0.5-8%) and applicable local surcharges. Submitted according to statutory deadlines to Department of Social Protection (PRSI) on your behalf. Ontop maintains records for annual reconciliation.
Payment Execution And Reconciliation: Payments in EUR € (Euro) via local bank transfers to local accounts. Ontop shows conversion rates and fees before approval. Audit-ready receipts and instant USD payout options available.
EOR Vs Self-Employed / Contractor: Your Options: Choose Self-Employed / Contractor plans for flexible work or full EOR for permanent employees. Ontop supports both and highlights compliance differences so you pick the right structure.
Finance teams search "Ireland payroll deadline." Captures operational queries and establishes Ontop as deadline-management partner.
Monthly Tax Withholding & Department of Social Protection (PRSI) Payment Deadlines: Revenue Commissioners tax withholding due October 31 (Form 11) / via PAYE Anytime via Revenue Commissioners online portal. Department of Social Protection (PRSI) contributions due Monthly via PAYE Modernisation to Department of Social Protection (PRSI) authority. Late payments trigger Late PAYE: interest at 8% per annum; late PRSI: penalties + interest penalty plus interest.
Annual Compliance Deadlines: PAYE Modernisation reporting: annual Department of Social Protection (PRSI) reconciliation, due Monthly via payroll submission. Income Tax Return (Form 11/12): due October 31. P60 (replaced by myAccount online): annual employee tax certificate due By January 31.
Payroll Processing Calendar (Monthly Example):
Monthly payroll → PAYE/PRSI to Revenue by 23rd → USC calculation. Key Regulatory Bodies & Filing Channels: Revenue Commissioners:
Income tax, PAYE, VAT. Online filing via official portals.
Department of Social Protection: PRSI and social welfare.
Workplace Relations Commission: Employment rights enforcement.
Penalties for Non-Compliance: Late Revenue Commissioners remittance:
Late PAYE: interest at 8% per annum; late PRSI: penalties + interest plus interest. Department of Social Protection (PRSI) shortfalls result in fines. Missing documentation increases audit exposure. Audit exposure increases with missing filings. Willful violations can trigger criminal liability.
How Ontop Manages Deadlines Automatically: Ontop tracks all compliance deadlines, sends alerts before due dates, and submits filings automatically. Finance team approves payroll ahead of deadlines. All documentation audit-ready.
Buyers search "how much leave Ireland," "maternity leave," "paid leave entitlements." Impacts total cost of employment and satisfies planning intent.
Performance Bonus (Varies): All permanent employees entitled to Discretionary, common in tech and financial services. Typically paid in Varies, or prorated across year. Statutory bonus, not discretionary. Must factor into annual payroll cost.
Annual Leave: Minimum 20 days of paid vacation annually. Unused leave carryover varies by SEO. Some allow unlimited carryover; others limit carryover. Leave paid at regular rate upon termination if unused.
Illness Benefit: Statutory sick leave paid at Employer: first 3 days unpaid; Revenue: €237.50/week Illness Benefit from day 4. Medical certification required after a few consecutive days as per local law. Department of Social Protection (PRSI) may provide supplementary coverage for longer absences.
26 weeks of maternity leave. Paid at Parent's Benefit + Maternity Benefit ~€274/week by the local health entity. Additional parental leave may apply.
Public Holidays: Ireland observes 10 public holidays national holidays annually. Employees receive full pay or premium pay if required to work. Regional variations exist. Redundancy Payment: Permanent employees receive 2 weeks per year + 1 bonus week (statutory) when terminated without just cause. Redundancy Payment is a significant liability, must be accrued regularly and paid in full at termination.
How Ontop Automates Benefit Accrual & Compliance: Ontop automatically calculates Performance Bonus, leave balances (by SEO type), maternity deductions, and Redundancy Payment reserves. Payslips show accruals and deductions clearly. Audit-ready.
Decision makers need concrete cost inputs. Provide contribution ranges, deduction rates, and sample calculations for budget decisions.
Employer Department of Social Protection (PRSI) And Additional Charges: Employer Department of Social Protection (PRSI) varies by sector and contract. Approximate rates:
Employee Deductions And Tax Bands: Employee deductions include 4% employee PRSI + USC 0.5-8%% Department of Social Protection (PRSI) and progressive Revenue Commissioners tax: 20% (up to €44,000) → 40% (above €44,000) + USC + PRSI Regional/local taxes may add extra percentages.
Total Employer Cost Example: Scenario: Permanent employee in Dublin at €5,000 EUR gross/month/month gross.
For annual planning, expect the total employer cost to be roughly ~10.95% employer PRSI above gross above the gross salary, plus applicable statutory accruals for benefits.
Clarify payment rails, currency handling, and worker features that influence adoption and retention.
Local EUR € (Euro) Transfers And Pay Runs: Payroll in Ireland typically uses EUR € (Euro) payments via local bank networks to local accounts. Ontop supports local rails so workers receive funds on payday in a single auditable run. No conversion friction.
Multi-Currency And Dynamic Conversion: When paying from other currencies, Ontop shows rates and fees before confirmation. Finance leaders get transparent previews. All conversions logged for audit.
Ontop Wallet And Instant USD Payouts: Workers receive USD via Ontop wallet backed by U.S. bank for fast access. Instant payouts reduce waiting times. Visible on worker dashboard and app. Useful for remote workers or USD preference.
Visa Debit And Worker Perks: Ontop issues Visa cards (physical or virtual) for immediate fund access. Security controls (instant freeze, limits) and perks (cashback, travel benefits, reduced transfer fees).
Buyers search "Ireland payroll mistakes," "how to avoid penalties." Fear-based content drives conversions.
Contractor Misclassification (Code of Practice on Determining Employment Status)
Risk Level: HIGH
Revenue Ireland and the Department of Social Protection apply a strict 5-part test to determine employment vs. contractor status. Engaging workers as self-employed when they lack genuine business independence triggers full PAYE, PRSI, and USC reclassification with interest at 8% per annum. Ontop applies the Irish Employment Status Code of Practice before each engagement.
USC Surcharge Band Errors
Risk Level: MEDIUM
Ireland's Universal Social Charge (USC) applies at 4 different rates depending on annual income. Incorrectly applying the standard rates to medical card holders (who pay only 2%) or failing to update bands mid-year causes Revenue audits. Ontop's payroll engine validates USC exemptions and rates for each pay period.
Ontop supports payroll for both contractors and employees in Ireland. The platform provides contractor (Self-Employed / Contractor) contract templates and full EOR services for employees so you can choose the structure that fits compliance and operational needs.
Ontop applies local employer contribution rules (typically around 4% employee PRSI + USC 0.5-8%) and sector-specific rates when calculating payroll liabilities. The system presents a clear breakdown of employer charges during payroll preview so you know the total cost before approval.
Yes, mandatory bonus structures like Performance Bonus are common. The standard structure is Discretionary, common in tech and financial services, usually paid in Varies or prorated across the year. Ontop supports both approaches and reflects proration on employees' payslips and in cost projections.
Employees typically see Department of Social Protection (PRSI) deductions around 4% employee PRSI + USC 0.5-8% and progressive Revenue Commissioners income tax withholding between 20% (up to €44,000) → 40% (above €44,000) + USC + PRSI depending on income bracket and region. Ontop calculates and withholds the correct amounts based on salary, location, and personal circumstances.
Yes, Ontop provides cost previews that include employer contributions, taxes, statutory charges (like Redundancy Payment accruals), and regional variation. Use these previews to budget hires accurately and compare contractor versus employee scenarios.
No. Ontop can operate as your Employer of Record (EOR), handling all legal employer responsibilities and registrations. You avoid the complexity and cost of setting up a local company. Alternatively, if you have an entity, Ontop can serve as your payroll processor.
Common risks include misclassifying employees as contractors, missing Revenue Commissioners payment deadlines, and failing to adhere to Sectoral Employment Order (SEO) rules. Ontop's automation and expert support mitigate these risks.
