The estimated employer cost in Ireland is approximately 11.3% on top of gross salary. The main components are set out in the table below.
| Component | Notes |
| PRSI (employer) | 11.25% — covers disability pension, old age pension, survivor pension, sickness, maternity, unemployment, and family benefits including Child Allowance and Family Income Supplement. |
| Mandatory training levy | 0.05% — implemented from 1 January 2026. |
| The employer PRSI rate applies to gross salary. Exact rates may vary depending on the employee's earnings band. Danbro International will confirm applicable rates during client onboarding. |
The following benefits are included as part of Danbro International's standard employment package for Ireland and cannot be deviated from for any client or worker:
• 4x life assurance (death in service benefit) — in place since 1 July 2022
• Auto-enrolment pension scheme — applicable in line with Irish legislative requirements
| The auto-enrolment pension scheme is a statutory obligation under Irish law. Full details of contribution rates and phasing are provided at the point of offer. Please raise any questions with your Danbro International account team. |
Fixed-term contracts are permitted in Ireland, subject to the following conditions:
• A minimum duration of one month applies.
• The use of successive fixed-term contracts is limited to a total of four years.
• If a fixed-term contract is renewed after the four-year period, it will be deemed to have converted to a contract of indefinite duration by operation of law.
| Careful management of fixed-term renewals is essential in Ireland. Danbro International recommends reviewing tenure at each renewal stage to avoid unintended conversion to permanent employment. |
Annual leave and public holidays
Most workers in Ireland are entitled to 20 days (4 weeks) of paid annual leave each year, in addition to public holidays. Part-time workers are entitled to a pro-rata equivalent, and entitlement is also prorated where a worker starts or leaves employment within a leave year.
Public holidays in Ireland in 2026 (10 days):
| Date | Holiday |
| 1 January 2026 | New Year's Day |
| 2 February 2026 | St Brigid's Day |
| 17 March 2026 | St Patrick's Day |
| 6 April 2026 | Easter Monday |
| 4 May 2026 | May Bank Holiday |
| 1 June 2026 | June Bank Holiday |
| 3 August 2026 | August Bank Holiday |
| 26 October 2026 | October Bank Holiday |
| 25 December 2026 | Christmas Day |
| 26 December 2026 | St Stephen's Day |
| Employees are entitled to paid leave on all public holidays. Where a public holiday falls on a non-working day, employees are entitled to a substitute day off or an additional day's pay, in line with the Organisation of Working Time Act 1997. |
Probation periods are optional in Ireland and are not a statutory requirement. Where included in the employment contract, probation periods are typically between one and six months.
A probation period may be extended for a further three to six months where performance warrants it. HR must be consulted before any extension is actioned.
| Extensions to probation periods must be handled carefully and in line with fair procedures. Danbro International's HR team must be engaged in advance of any extension or performance-related action during probation. |
In practice, notice periods in Ireland typically range between one and three months, depending on the seniority of the role and the terms of the employment contract.
Statutory minimum notice periods under the Minimum Notice and Terms of Employment Acts are as follows:
• Less than 13 weeks of service: no statutory notice required
• 13 weeks to 2 years of service: 1 week
• 2 years to 5 years of service: 2 weeks
• 5 years to 10 years of service: 4 weeks
• 10 years to 15 years of service: 6 weeks
• 15 or more years of service: 8 weeks
| Contractual notice periods typically exceed statutory minimums for professional roles. Payment in lieu of notice is permitted in all cases. Danbro International will confirm the applicable notice period prior to any termination action. |
HR must be consulted in advance of all worker terminations and will advise on individual circumstances. Employers in Ireland must have a fair reason and follow a fair and reasonable procedure before dismissing an employee.
Before dismissing an employee, an employer should:
• Carry out a thorough investigation into the matter giving rise to the potential dismissal.
• Put the allegations or concerns to the employee in writing and give them the opportunity to respond.
• Hold a formal hearing and allow the employee to be accompanied by a colleague or trade union representative.
• Issue a written decision, and allow the employee to appeal the outcome.
| Dismissal without fair reason or fair procedure in Ireland can give rise to an unfair dismissal claim. Danbro International strongly recommends engaging our HR team at the earliest stage of any contemplated termination. |
Employees being terminated are entitled to all outstanding payments due to them on the termination date, including any accrued and unused annual leave.
Employees who have worked continuously for two or more years and are dismissed by reason of redundancy are entitled to a statutory redundancy payment, calculated as follows:
• Two weeks' pay for each year of continuous service, plus one additional week's pay.
• Weekly pay is capped at €600 for the purposes of the statutory redundancy calculation.
| Statutory redundancy is a minimum entitlement. Enhanced redundancy terms may be agreed contractually or through custom and practice. A full cost modelling exercise is recommended before initiating any redundancy process. |
The following supplemental benefits can be arranged for employees in Ireland as part of a competitive total compensation package. These benefits represent an additional cost to the client:
• Private health insurance
• Enhanced life assurance (above the statutory 4x death in service)
The standard pay cycle for employees in Ireland processed through Danbro International is monthly. Salaries are paid on the last working day of each month.
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