Background Checks

Employers generally can’t check for criminal convictions unless they’re for specific jobs, like working with children, vulnerable adults, or for the government.

• Employers can ask for criminal history through a self-disclosure form, but getting valid consent can be tricky. They must ensure that “spent” convictions (old convictions that are no longer relevant) aren’t disclosed.
• Other background checks, like credit or bankruptcy checks, aren’t possible because this information isn’t publicly available.
• Employees must be informed about any background checks, and the employer’s privacy notice should explain why and how these checks are done.

Verification and New Hire Reporting

Ireland does not have a centralized “new hire report” system like some countries, but employers must:

• Register as an employer with Revenue
• Add new employees to the PAYE system via Revenue Online Service (ROS)
• Deduct and remit taxes (PAYE, PRSI, USC)
• Enroll employees in a pension scheme if applicable (mandatory auto-enrolment is expected to begin in 2025–2026)
• Verify work eligibility for non-EEA nationals through the Employment Permits Act

Employers should also maintain accurate personnel records for at least 3 years, including contracts, payslips, and leave records

Onboarding Process & Documentation

Collecting Required Documentation

Employers must gather and securely store the following:

• Signed employment contract (must include core terms within 5 days of starting work)
• Personal Public Service (PPS) number
• Proof of identity (e.g. passport or national ID)
• Bank details for payroll
• Tax details (via Revenue’s PAYE system)
• Work permit or visa (for non-EEA nationals)
• Emergency contact information

Providing Employee Rights and Obligations

Employers are legally required to inform employees of their rights and responsibilities, including:

• Written statement of core terms within 5 days, and full terms within 1 month
• Working hours, rest breaks, and leave entitlements
• Pay structure and payslip details
• Health and safety policies
• Grievance and disciplinary procedures
• Right to join a trade union
• Data protection and privacy policies

These should be clearly outlined in the employment contract and/or employee handbook.

Healthcare

Everyone is entitled to public health services, either free or at a reduced cost. Medical card holders receive free GP services, prescribed drugs, public hospital services, and more. Non-medical card holders must pay for GP services and prescribed drugs but can access public hospital services at a reduced cost.

Private Healthcare

Many employers offer private health insurance as a benefit to attract and retain talent. This can include coverage for hospital stays, specialist consultations, and elective procedures not covered by the public system.

Retirement

There is no statutory retirement age for most employees, except for certain public sector jobs. The typical retirement age is 65, but many people continue working past this age.

Social Security

At this time, Vensure does not have social security details available.

Employment Contract Details

An employment contract is a crucial document and must clearly state terms and conditions of the employee’s role within the company.

• Issue a written statement of employment within two months of an employee starting work.
• Include details such as job title, duties, salary, working hours, and notice periods.

Probation Period

The probationary period to use is 3 to 11 months (it must not exceed 12 months).

Visas

• Short Stay ‘C’ Visa: For business engagements, conferences, or short meetings (up to 90 days).
• Long Stay ‘D’ Visa: For stays longer than 90 days, often work-related.
• Employment Permit: Necessary for those seeking employment, including General Employment Permit and Critical Skills Employment Permit.
• Business Visa: For business purposes like meetings, negotiations, or trade fairs.

Independent Contractors

Independent contractors provide services under a contract for services, not a contract of employment. They have more freedom and flexibility but are not entitled to employee benefits like paid leave or minimum wage

• The government uses several tests to determine if someone is an independent contractor, including the ability to delegate work, control over how the work is done, and the potential for profit or loss.
• Contractors handle their own income tax and VAT. Employers must ensure contractors meet their tax obligations.
• Misclassifying employees as contractors can lead to penalties and fines.

Paid Time Off

Employees are entitled to annual leave under the Organization of Working Time Act.

• Grant a minimum of four working weeks of paid leave per year.
• Leave entitlements may increase based on tenure and specific employment contracts.

Public Holidays

• New Year’s Day
• St Brigid’s Day
• Saint Patrick’s Day
• Saint Patrick’s Day Holiday (Day Off in Lieu)
• Easter Monday
• May Day
• June Bank Holiday
• August Bank Holiday
• October Bank Holiday
• Christmas Day
• St Stephen’s Day

Bereavement

Employee to be entitled to three days of paid leave in the event of the death of an immediate member of the family.

Maternity Leave

Employees are entitled to 26 weeks of leave and an additional 16 weeks of unpaid leave can be extended.

• The employees must take two weeks before the expected due date and four weeks after.

Paid leave depends on if the employee has contributed enough social insurance (employers are not obligated to pay) . The weekly rate of maternity is 262 EUR ($299.23 USD)

• At least 39 weeks of PRSI paid in the 12 months before the first day of the maternity leave or.
• At least 39 weeks of PRSI paid since first starting work and at least 39 weeks of PRSI paid or credited in the relevant tax year or the tax year immediately following the relevant tax year or.
• At least 26 weeks of PRSI paid in the relevant tax year and at least 26 weeks PRSI paid in the tax year immediately before the relevant tax year.

Paternity Leave

Employees are entitled to seven weeks of leave that can be taken in the first six months after birth, or placement in the case of adoption.

Relevant parents are the following:

• The father of the child.
• The partner (spouse, civil partner, or cohabitant) of the mother of the child.
• The parent of a donor-conceived child.

The employer is not required to pay the employee during paternity leave, but the employee may qualify for Paternity Benefit during this time if they have contributed sufficient PRSI contributions.

Parental Leave

Parents can take up to 26 weeks of parental leave for each eligible child before the child turns 12 years old. To qualify, the employee must have been employed for at least one year and must provide a written request for parental leave at least six weeks before the desired start date.

Sick Leave

Employees are entitled to 7 days per year and will require a medical certification by the 4th day of sickness.

• Sick days can be taken consecutively or non-consecutive days.
• Sick pay is paid by the employer at 70% of normal pay, up to a maximum of €110($125.63 USD) daily.
• Workers must be employed for at least 13 weeks before they can claim statutory sick pay.
• Companies might offer more generous sick pay policy.

Termination Requirements

Employers can terminate a fixed term contract by giving the following reasons – business, personnel, or workers’ misconduct. It requires notice and a written explanation for the termination. If the cause is misconduct, a warning needs to be given with the employee given a chance to explain his/her actions.

Notice Period

• 13 weeks to 2 years: 1 week.
• 2 to 5 years: 2 weeks.
• 5 to 10 years: 4 weeks.
• 10 to 15 years: 6 weeks.
• 15+ years: 8 weeks.

Severance Pay

Severance pay in Ireland generally falls under two categories:

Statutory Redundancy Pay

Applies when an employee is let go due to redundancy (e.g. business closure, downsizing).

• At least 2 years (104 weeks) of continuous service
• Been made redundant (not dismissed for misconduct)

Entitlement:

• 2 weeks’ pay for every year of service, plus
• 1 additional week’s pay
• Capped at €600 per week

This payment is tax-free and calculated based on gross weekly earnings.

Severance or Settlement Agreements

These are voluntary agreements between employer and employee, often used in non-redundancy terminations. May include:

• Ex gratia payments (beyond statutory entitlements)
• Waiver of legal claims
• Confidentiality and non-disparagement clauses

Employees are typically advised (and often required) to seek independent legal advice before signing. Employers usually cover the cost of this legal consultation

Unemployment Insurance

This is a weekly payment for people who have lost their job and are covered by social insurance (PRSI contributions).

• The payment amount depends on the individual’s average weekly earnings. The maximum weekly amount is €193 ($220.43 USD).
• The benefit is paid for up to 9 months for those with 260 or more PRSI contributions, and up to 6 months for those with fewer contributions.
• Jobseekers’ Benefit is not paid for the first 3 days of unemployment.

Anti-Discrimination Practices+C50

Irish employment law prohibits discrimination under the Employment Equality Acts 1998–2015. These laws apply to recruitment, employment terms, training, promotion, and dismissal.

The protected grounds include:

• Gender: Covers male, female, and transgender identities
• Civil Status: Includes single, married, separated, divorced, widowed, or civil partnership
• Family Status: Being a parent of a child under 18, or caring for a person with a disability
• Sexual Orientation: Heterosexual, homosexual, or bisexual
• Religion: Encompasses religious belief, no belief, or religious background
• Age: Applies to individuals aged 18 and above (with limited exceptions)
• Disability: Covers physical, intellectual, mental, or learning disabilities
• Race: Includes race, skin color, nationality, and ethnic or national origins
• Membership of the Traveler Community: Protects those who identify as members of the Traveler community

Employees who believe they have experienced discrimination can file a complaint with the Workplace Relations Commission (WRC). The Irish Human Rights and Equality Commission (IHREC) also offers guidance and support for both employees and employers.

Maintain a harassment-free workplace by enforcing strict anti-harassment policies.

• Implement training sessions to educate staff about recognizing and preventing harassment.
• Provide accessible reporting channels for employees to safely report harassment incidents.

Equal Pay

• The Employment Equality Acts promote equality and prohibit discrimination in the workplace.
• Ensure hiring, promotions, and other employment processes are free from bias based on gender, marital status, family status, age, disability, race, sexual orientation, religious belief, or membership in the Traveler community.
• Report and address any instances of discrimination immediately to maintain a healthy work environment.

Workplace Safety Standards

Comply with the Safety, Health, and Welfare at Work Act to provide a safe working environment.

• Conduct regular risk assessments and update safety protocols accordingly.
• Provide necessary training and resources to employees to handle health and safety hazards effectively.

Workers’ Compensation

Workers are entitled to compensation if they suffer an injury or illness due to their job. This includes physical injuries, occupational diseases, and psychological conditions.

• Compensation can include medical expenses, loss of earnings, and lump-sum payments for permanent disabilities.
• Workers must report the accident to their employer and can then file a claim for compensation. The claim is typically handled through employer’s insurance.

Employer Obligations

• Employers must report serious workplace accidents to the Health and Safety Authority (HSA).
• Employers are required to implement safety measures and provide training to prevent accidents.

Labor Law Sanctions

Employment Equality Acts 1998–2015: Prohibits discrimination in employment (e.g., gender, age, race, religion, disability). Sanctions: Compensation up to two years’ salary, or reinstatement/re-engagement orders.

Organisation of Working Time Act 1997: Regulates working hours, rest breaks, and holiday entitlements. Sanctions: Fines up to €2,500 per offence and compensation to employees.

Unfair Dismissals Acts 1977–2015: Protects employees from being unfairly dismissed without just cause or due process. Sanctions: Reinstatement, re-engagement, or compensation up to two years’ pay.

Payment of Wages Act 1991: Ensures lawful deductions and timely payment of wages. Sanctions: Repayment of unlawfully deducted wages and potential fines or prosecution.

Safety, Health and Welfare at Work Act 2005: Sets standards for workplace health and safety. Sanctions: Prohibition/improvement notices, fines up to €3 million, or imprisonment up to 2 years for serious breaches.